ABSTRACT
The Human resources (HR) shared service centres (SSCs) are highly complex operations that require extensive automation if they are to function with enough efficiency to deliver HR transformation objectives. This has led to the emergence of a range of additional systems beyond the traditional human resource information system (HRIS)/payroll technology, all of which isintegrated to achieve maximum efficiency. A management information (MI) component to HR technology that exists alongside each layer and in consolidated form across the whole model. The main distinction between this architecture and more traditional HRIS/payroll-centric platforms is the Customer Relationship Management (CRM) system. The CRM allows each channel technology be integrated with the HR systems architecture and each customer contact to record, route, progress and monitore. Learning management system (LMS) software is normally available within HR packages or can purchased separately, requiring integration with the core system.
