One of the reasons for developing digital innovation is to support the company’s business progress. However, sometimes companies forget that managing human capital is equally important. From the quality and good management of human capital, it will be a strong foundation for the company to grow bigger in the future.
BitHealth recognizes the importance of this. That is the reason why BitHealth developed the HCMS program to support the performance of the personnel division, to produce superior seeds for the company in the future. What we need to realize, the character and potential of each individual will certainly be different from one another. For this reason, one cannot simply generalize the management and maintenance.
Human Capital Management System
Human Capital Management System (HCMS) is a system or software that can assist the Personnel Division in managing employee information data in a more organized manner so that it is more easily accessible. This is because not all employees in the company have the same performance and competence. Therefore, companies need HCMS to effectively develop employees. So that the economic value generated by employees will increase.
Some of the reasons behind BitHealth’s initiative in developing this application include establishing clear standards and measurements for the company. This is necessary to avoid bias, provide career certainty for employees, reduce unintegrated data processes, and increase efficiency in measuring employee performance. Additionally, the aim is to create a directed, clear structure of management and enhance the potential soft skills and hard skills possessed by individuals. Furthermore, the application plays a role in reducing excessive paper use, which affects corporate costs.
Through the various features offered, HCMS has features that can embrace various needs in one application. The first one is Successor Management feature. This feature helps the personnel division to find the best candidate to fill a position through references needed by the company. HCMS will automatically help assess the objectives of all candidates and provide suggestions to assess credible candidates to fill the required positions. It will certainly assist the personnel division in editing the most relevant and qualified candidates, who will be responsible in the future in carrying out the desired tasks.
Companies develop digital innovation for various reasons, one of which is to support their business progress. However, sometimes companies forget that managing human capital is equally important. From the quality and good management of human capital, it will be a strong foundation for the company to grow bigger in the future.
BitHealth recognizes the importance of this. That is the reason why BitHealth developed the Human Capital Management System (HCMS) program to support the performance of the personnel division and produce superior seeds for the company in the future. What we need to realize is that the character and potential of each individual will certainly be different from one another. For this reason, one cannot simply generalize the management and maintenance of human capital.
The Human Capital Management System (HCMS) is a system or software that can assist the Personnel Division in managing employee information data in a more organized manner so that it is more easily accessible. This is because not all employees in the company have the same performance and competence. Therefore, companies need HCMS to effectively develop human capital, thereby increasing the economic value generated by employees.
Some of the reasons behind BitHealth’s initiative in developing this application are to establish clear standards and measurements for the company. This is necessary to avoid bias, provide career certainty for employees, reduce unintegrated data processes, increase efficiency in measuring employee performance, create a directed and clear structure of management, enhance the potential soft skills and hard skills possessed by individuals, and reduce excessive paper use, which more or less affects corporate costs.
HCMS Features
Through the various features offered, HCMS has features that can embrace various needs in one application. The first one is the Successor Management feature. This feature assists the personnel division in finding the best candidate for a position by assessing the objectives of all candidates and providing suggestions for credible candidates. It helps in selecting the most relevant and qualified candidates for future responsibilities.
Read: How Important to Deliver a Comfortable Patient Experience in Hospitals Through Digital?
The next feature is the List of Competency. This feature helps companies identify the levels and achievements employees must reach, defining and bridging the hard skills needed by the company and the soft skills possessed by employees through clear benchmarks. This approach avoids bias and subjectivity in assessments and promotions, as employees must achieve specific levels before advancing. By doing so, the feature aligns the company’s needs with the employees’ talents and interests, ensuring more effective talent management.
Another feature is Employee Reach Management, which assesses how influential and important an employee is to the company. Companies can see overall and detailed achievements and provide appropriate feedback. It assists companies in identifying which employees are important to retain and can be considered major assets for the company.
The next feature that employees will certainly be interested in is Bonus and Measurement Achievement. This feature focuses on the results of the parameters that have been set. Often, companies determine bonuses manually based on assessments by superiors only. HCMS helps reduce bias by providing transparency and valid evidence of the employee’s performance, presenting how the appropriate form of appreciation can be accounted for.
The Individual Development Planning feature is also a key component in building this system. Often, what the company proposes differs from the interests desired by the employees themselves. This feature can provide a middle ground for shared interests and needs to be achieved. The company may recommend a position for a particular individual, but their development interest and passion may lie elsewhere. Establishing a good correlation and making the right placements can increase work motivation and qualified achievement. Employees will not only be competent but also have a high passion and interest in their work.
Through this feature, employees can set their own plans for one year based on company-proposed Terms of Reference since the beginning of their employment. This can provide a clear bureaucracy and avoid overlapping work. Later, the entire process will be recorded and integrated into all menus and displayed in one dashboard and report, including various required chart views. Data integration is now very much needed to make performance more effective and efficient while reducing unnecessary paper usage.
BitHealth’s HCMS products differ from others in their focus on clear parameters and standardization in the health industry. These assessments align with professionally defined standards set by the Ministry of Health. They aim to develop employee talents, especially in the medical field.
This system will be managed and become the full responsibility of the personnel department, but it provides high transparency because it can also be managed and accessed by individuals. One example is the system for filling out training applications needed to improve skills based on the assessment suggestions provided.
The main purpose of this product is to optimize hospital human capital performance through solutions and transparency to stay competitive. This enables companies and individuals to work in harmony to strengthen the existing foundation for the future. The system optimally manages human capital to create mutual comfort regarding performance, targets, and appreciation.
We hope that this system can cover the end-to-end process as effectively as possible. We aim to present a more concise and efficient process without wasting time on assessments. The goal is to find the best results to achieve maximum performance.
