close  video close icon
FAQ > Technology

Roubler FAQ

Technology

HR & Payroll technology information and technology stack. AWS hosted cloud HR & Payroll information. Security and more.


Who is Responsible for Managing a HRIMS?

Prior to introducing a HRIMS, the organisation will need to consider whether the HRIMS will be managed in-house (managed internally) or will be outsourced (managed externally).

Many organisations seek outsourcing arrangements for some of the HRIMS functions (e.g. payroll, recruitment, industrial relations) – seeking the centralised, consistency of administrative and reporting tasks that can come with an outsourcing arrangement. With this option the organisation can still maintain control of and focus on strategic HR functions (such as workforce planning, staff development, HR planning etc), while benefiting from the expertise and efficiency an outsourcing provider can bring.

There are advantages and disadvantages to both managing the HRIMS in-house and with using an outsourcing provider: and the organisation should consider their individual business context and unique culture prior to adopting either. Just because an option works well for one organisation, does not mean it will for another and vice versa.

The most important thing to remember with the management of the HRIMS is that the organisation will remain responsible for the overall use of the HRIMS – including the collection of data, maintenance of the HRIMS, legislated reporting, storage of data, disposal of data etc…

The organisation will be legally liable for any misuse or violation of information and data contained within the HRIMS, regardless of whether the individual/s are staff members or part of the outsourcing team, and in turn risks and considerations around access and usage should be well documented (e.g. policy and procedures) and reviewed regularly.

Regular monitoring on the use of the HRIMS should also be carried out via a HR audit, or other similar means – ensuring that the individuals accessing data or information are using it correctly, and also have the permissions to do so.

Evaluating a HRIS

As with any HR initiative it is essential that the success and effectiveness of the HRIMS is monitored, and any issues addressed. The most effective HRIMS is one that:

  • Contains accurate information and data (e.g. employee and job data)
  • Is flexible enough to deal with current and future requirements (e.g. technological advancements)
  • Is aligned with and contributes to HR and wider organisational strategic plans
  • Allows for multiple user input and access (employee, manager, HR etc)
  • Benefits outweigh its costs (should save time, money, confusion etc).
  • Ultimately, the HRIMS should add value to an organisation – it should improve processes within and communication across an organisation. The following questions will assist an organisation undertake a basic evaluation of the HRIMS.

 

BENEFITS

Do benefits of HRIMS outweigh the costs (time, money, resources)?

Does the time taken to enter/adjust/manipulate data justify value (accuracy/efficiency/quality) of information generated?

 

INTEGRATION / TECHNOLOGY

Does the HRIMS integrate with other systems effectively (e.g. payroll or finance system)?

How many glitches/issues have been reported? Does the HRIMS require an upgrade?

Or additional functionality to be effective?

 

REPORTING/ PLANNING / DECISION- MAKING

Is the HRIMS able to answer specific questions to assist with HR or wider organisational planning/decision-making?

Is the HRIMS able to generate real-time, adhoc reports quickly and accurately?

Is the HRIMS able to generate detailed business reports quickly and accurately?

Can managers/employees easily use HRIMS? Are managers and employees using the HRIMS?

 

COMMUNNICATION / RELATIONSHIPS

Has communication between HR and wider organisation improved as a result of HRIMS?

Have relationships / perceptions improved?

 

An organisation should determine whether a HRIMS is doing what it was put in place to do. The HRIMS, as with any HR initiative, should continue to be evaluated on a regular basis and adjustments made to suit any identified issues or gaps.

 

Can Roubler import existing POS data from through an integrated API connection?

Roubler integrated with a number of leading POS systems. Please speak with your Roubler representative to find out how to integrate. If Roubler does not currently integrate with your particular POS system, we are more than happy to dedicated resources to make this connection. Expected delivery for this integration would be 4 working weeks.

Does Roubler integrate with other HR systems?

Roubler manages the entire life cycle of employees from recruitment, onboarding, employee profile management, rostering, time and attendance through to payroll processing. We also offer Learning Management through our e-learning platform partners GO1. Roubler replaces the need for multiple software platforms. Roubler can import existing employee details from existing HR systems. Roubler will provide a file format to receive this information.

Can Roubler import existing POS data from through an integrated API connection?

Roubler integrated with a number of leading POS systems. Please speak with your Roubler representative to find out how to integrate. If Roubler does not currently integrate with your particular POS system, we are more than happy to dedicated resources to make this connection. Expected delivery for this integration would be 4 working weeks.

Does Roubler provide a mobile application?

Yes, Roubler provides a free mobile HR app supported on both Apple iOS and Android marketplaces. Roubler’s HR & payroll app provides flexibility and connectivity for both employers and employees anywhere, anytime on any device

Is my data backed up?

Your data is backed up and stored on our (Amazon Web Services) data servers and not your personal PC. If your PC crashes or gets stolen, all your HR and payroll data is maintained and continuously backed up.

Can Roubler HR & Payroll software be white labelled?

Yes, Roubler can be completely white labelled with your branding proving your employees with instant connectivity and building your employer brand.

What browsers does Roubler support?

Roubler Hr software supports Google chrome, Mozilla Firefox, Apple Safari, Microsoft Edge and Internet Explorer.

x