The bank’s HR challenge
As a large bank, DBS has numerous personnel and a complex team structure. The intricacies of personnel management often lead to various issues, such as:
- Lack of standardized management in the recruitment process, resulting in delayed updates on candidate status information.
- Inefficiencies in personnel changes like hiring, transfers, and departures, accompanied by a lack of detailed records.
- Time-consuming and error-prone monthly payroll calculations.
- Complex employee performance calculation rules, high statistical costs, and difficulties in evaluating outcomes.
- ...
In practical work, HR personnel are often inundated with trivial tasks daily. Inadequate recording and understanding of employee information make talent development and assessment particularly challenging.
Embracing Nocode Solutions
DBS had previously acquired multiple established HR systems. However, due to various reasons, the actual usage scenarios were extremely limited, resulting in a significant waste of resources. It wasn't until they encountered Anffy's no-code development platform that they said, "A no-code HR management system is an indispensable tool for the recruitment team!"
Under Anffy's guidance, DBS deeply analyzed current business pain points, clarified core system requirements, and determined that the latest HR management system needed to address: a) recruitment process management, b) employee roster management, c) maintenance of employee status in terms of joining, transferring, and leaving, d) data access control.
During development, the primary challenge was the complex structure of original Excel data, which often led to logical errors when manually written. Traditional development methods required writing a substantial amount of code to handle data mapping and validation logic, leading to significant workload and error susceptibility, requiring at least seven person-days of effort. On the other hand, utilizing low-code technology for configuring data mapping and target structures in a visual interface only required one person-day to complete, simultaneously reducing development risks.
▲ HR Management System After the system went live, HR representative Edward mentioned, "We've keenly felt the immense improvement in the entire recruitment process. Presently, the company has filtered over 20,000 resumes using the recruitment function, reducing the average duration of the recruitment process by about 40%. The time from candidate application to final hiring has significantly decreased, improving recruitment quality. The HR management system has become an indispensable tool for the recruitment team."
In general, banks tend to have finely segmented human resource management, consisting of six major modules: employee recruitment, performance evaluation, training and development, compensation and benefits management, labor relations, and HR planning.
ANFFY HR Management System - Empowering HR Management Throughout the Process
ANFFY's HR Management System is applicable across various industries and scenarios for managing HR information:
HR Management
Addressing pain points like non-visible information during personnel adjustments and complex manual operations. It resolves issues related to interviewee data entry, HR statistics, and performance evaluation calculations.
Process Automation
Digitizing and visualizing business processes allows employees to understand current human resource allocation during work, significantly improving the efficiency of operations such as hiring conversions and personnel movements.
Statistical Analysis
Ensuring complete process information recording while reducing manual operations. It provides more comprehensive data analysis to support decision-making for HR department supervisors.
Recruitment Process Management Module:
Standardizing the recruitment process reduces recruitment cycles and enhances recruitment efficiency.
Interview invitations and evaluations: Collecting interviewee information, registering interviewees, interview times, and results synchronously for relevant personnel.
Personnel movement management: Registering personnel file information, setting up personnel movement processes, and finalizing movements post-approval.
Personnel tables and movement records: Storing all relevant employee information, enabling company-level statistical analysis; post personnel movement, relevant information is automatically updated.
Performance rule configuration and records: Configuring different performance rule content allows for flexible and varied performance scores. The system automatically calculates and displays rankings after inputting performance scores. Employee mutual evaluation mechanism: Generating mutual evaluation data for each employee after creating a mutual evaluation project.
Anffy can automatically track statistics for each employee's average working hours, overtime duration, attendance days, instances of lateness/early departure, workdays, leave days, remaining annual leave days, dinner allowance days, abnormal clock-ins/location counts, and more. Every attendance status is transparently recorded, freeing HR from complex attendance calculations and reducing accounting pressure.
Anffy's attendance auto-calculation: Assists HR personnel in calculating monthly employee attendance, including scheduled/actual workdays, leave days, and late/early departure situations.
Leadership Dashboard: Employee mutual evaluations, inter-departmental evaluations, integrating file information and performance data for comprehensive understanding of employee performance, HR strategy formulation, and decision-making.
