Managers wrestle daily with the complexities of South African labour relations. Businesses are not only expending large sums of money on their labour relations responsibilities, but face the added costs of legal fees and labour settlements.
More than 60% of all CCMA cases are lost by employers. Over 80% of these cases are due to unfair dismissal disputes. The majority of employee complaints are around non-compliant procedures and favouritism.
Employees complain that procedures and decisions vary from employee to employee. Some employees receive harsher treatment than others. Consistency is what employees, unions and the law demand.
In line with this, a labour relations workflow and knowledge management solution has been launched that automates labour relations procedures. It provides managers with the ability to adhere strictly to labour policies and legislation, enabling HR departments to retain control.
Developer of the software, HCMT director Mike Fisher, says Employee Relations (ER) Navigator is the only workflow and knowledge management solution in the labour relations market.
"The software is based on business process management (BPM) methodologies. This means that it enforces processes in a workflow environment, all within the labour relations framework."
The processes are customised in line with each organisation`s labour practices, thereafter, workflow enforces these internal processes, assuring adherence to company-specific procedures. A user in Cape Town therefore, will follow the exact procedures as a branch in another part of the country. If a user deviates from any procedure, an audit report is produced alerting management of the deviation.
The software, through its knowledge management tool, provides employers with instructions, advice and access to relevant information on how to proceed with an action, enquiry or counselling procedure, and offers suggestions on the correct course of action.
Fisher says the human element has not been eradicated. Optional approval stages have been included.
"Most importantly, the procedures are customised to meet each organisation`s requirements and incorporate their existing internal policies. It is customised around the client`s business rules and documentation."
Another key feature is the ability for management to access information by key word search, such as the employer getting advice on an employee arriving at work late or non-performance. In essence, it is a knowledge management tool that provides information, suggestions and guidance.
ER Navigator allows HR to concentrate on company policies and strategies rather than wasting time and effort on routine paperwork. It assembles case files that include complete paper trails and related information needed to present and defend cases.
"Employees will benefit because procedures will adhere to required legislation. The number of unfair dismissals, we believe, will be reduced and employee disputes will be dealt with in the correct fashion," says Fisher.
"As far as we know, no product like this exists. It is locally written, workflow-based and can be accessed via the Internet. The software is suitable for large corporates or can be scaled down to match any mid-size organisation`s needs. Any company, group or divisional structure can be accommodated."
Unlike other products, says Fisher, it is not just an electronic manual. It is also not just a consultancy service or facility to provide specimen forms. It is an all-encompassing workflow and knowledge management solution automating processes, as defined individually by each company, managing the flow of paper and paper processes.
"A team of researchers ensure that the software is kept up to date, in adherence with updates to labour regulations," says Fisher.
The software can be accessed from any Web browser in the world. This will allow geographically scattered organisations to integrate their employee labour relations functions onto a single platform. This is a key benefit.
As an ASP solution, no up-front capital outlay is needed. The software can be purchased on a rental basis, and therefore will not appear as a balance sheet item.
"The ASP model provides economies of scale in terms of the software being centrally hosted. In this case, it is only necessary to update one system with changes in legislation. Although the software can also be installed in-house," says Fisher.
"Overall, because it is a workflow solution, processes are managed and streamlined. It is the first time organisations will now be able to derive all the benefits from a workflow and knowledge management solution in the labour relations market."
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