It’s As Easy As A-C-B

22 Aug

Okay . . . time for a quick acronym quiz:  what’s the difference between BAM software and BPM software?

BAM stands for Business Activity Monitoring and BPM stands for Business Process Management. Why is that important? It’s important because sometimes you need a little bit of both technologies in order to satisfy some very common HR business scenarios.

Consider the hiring process; when you on-board a new employee there are a lot of things that need to get done. You need to get that employee set up in payroll; enrolled in your 401k program, and signed-up for health care benefits. Someone in operations (or building maintenance) needs to assign an office (or cubicle), request furniture, and make sure that a phone line and network cable are dropped into that space.

And we haven’t even begun to discuss how the folks in IT need to grant this employee access to specific software applications and still other staff will need to train the new hire on the applications they’ll be using.

Lots of responsibilities . . . assigned to lots of people . . . who each need to do their part . . .

…at the right time.

Not too early; not too late. If there are five steps in on-boarding a new employee, step #3 should come after step #2 but before step #4. And the alerts and workflow that facilitate this process need to follow that  same order.

After all, what good is a reminder to a trainer that they need to help a new employee get up to speed on a certain application if no one in IT has yet authorized that new employee for access to that application?

In situations like this, the order in which alerts and workflow are executed is as important as the task  itself. As so we have need for a technology that blends the capabilities of BAM – monitoring, alerts, and workflow – with the capabilities of BPM – multi-step job process support.

Visually, a multi-step HR process would look something like the following in an alerts & workflow system:

Now the above illustration is of a fairly simplistic employee on-boarding process; it consists of just 6 steps. But the value is already apparent. By having a graphic illustration of the steps that make up a critical HR activity, you drastically reduce the chance of steps being missed while expediting the process of moving from one step to the next. You gain the flexibility of adding to or re-arranging the execution of those steps.

And you gain the security of knowing that each step in the process will not start until the preceding steps have been completed.

Perhaps most importantly, each step has its own set of rules that specify when that step is triggered and what “actions” the step will take – even if that action is nothing more than reminding the responsible parties of the tasks they need to complete.

Almost all HR organizations have multi-step business processes, whether it’s for on-boarding a new employee, terminating an employee, performing employee reviews. But few HR organizations have the technology in place to “see” what individual steps each process consists of. And that’s where a technology that blends the best of Business Activity Monitoring and Business Process Management comes in handy. 

Because no one likes to see a new employee sitting at their desk playing solitaire just because they haven’t been set up with an email account or with access to certain applications. And in today’s economy, no business can afford it.

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