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What is HRIS?
INTRODUCTION ABOUT US MANAGEMENT APPROACH
HUMAN CAPITAL
Implementation of a Human Resources Information System (HRIS)
(Efficiency and resilience)
We are currently working on a centralised system that will allow for the effective management of all employees across their lifetime within the Group, from recruitment to performance management, learning & development, and more. Implementation is expected for the next financial year.
Drymix: Senior HR Officer and shift system (Synergy with self-sufficiency)
The HR function has been formalised with the appointment of a permanent Senior HR Officer. His primary focus is to structure the different departments and manage the recruitment requirements to ensure effective resourcing at all levels. This appointment has enhanced HR processes internally and positively impacted employee satisfaction.
To further enhance the efficiency of our operations, a new shift system is currently under trial for a period of three months. If successfully adopted by employees, the new system will be discussed with the trade union prior to its implementation.
Gros Cailloux: Reorganisation (Efficiency with resilience)
The reorganisation and realignment of its human capital with its vision and strategy were a key priority for Gros Cailloux this year. Some of the major improvements made to enhance the efficiency of the company’s operations include:
The restructuring of the leisure activities team by building polyvalent guides which improved the speed and efficiency of our customer service.
The closure of Tekoma restaurant on Mondays to avoid unnecessary overtime.
The transfer of payroll services to UBP’s HR department for centralised processing. This also provided us with access to the detailed payroll reports generated by the said department, with increased visibility on labour costs.
The implementation of an employee suggestion survey, to help increase employee engagement and communication, with a positive impact on employee efficiency and productivity.
Introduction of a digitalised attendance system, with real- time information on attendance, thereby ensuring the timely availability of accurate information for payroll processing.
Database
Employee Interface
Time & Labour
Talent Acquisition
Payroll
Benefits
Implementation of Human Resources Business Intelligence
(Continuity and transformation)
This tool will allow the Group to analyse how HR policies may influence and impact the overall business outcome, thereby enabling data-driven decision-making. It also enables HR to predict how the workforce will look in the future and managers to measure and assess the financial impact of their HR practices.
New Head of Health, Safety and Environment (HSE)
(Synergy with self-sufficiency)
In November 2021, we hired a new Group HSE Manager, whose primary task is to enhance, structure and formalise the health and safety practices across the Group. The goal of this department is to build a positive health and safety culture in the workplace. To this end, two officers have been recruited and are expected to join and reinforce the team in the coming months.
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UBP INTEGRATED REPORT 2022