Disrupting the E&M Industry with HCM Systems

With Singapore reinforcing its status as a digital hub, the Entertainment and Media (E&M) industry confronts distinct obstacles while also progressing through common challenges faced by other sectors. Businesses in this sector are on an unending quest for groundbreaking proposals to augment their productivity. Human Capital Management (HCM) systems have become a crucial instrument that will reshape the HR operations and assure the latter.

The E&M Industry with Unique and Common Challenges

The E&M industry presents itself with challenges that come exclusively. The competitive edge in acquiring talent is the primary issue – the trench of finding and keeping creative talent in Singapore is on fire, most of the time using off-the-wall methods. For a similar reason, seeking to manage temporary staffing which is a hurdle, as the more talented projects often ask for fast replacement of different experienced workers. Another of the obstacles, is the intellectual property, where firms aim to protect the originality of their creations.

On the other hand, both E&M and some other industries face similar problems which are adapting to the speed of technological progress and ensuring data safety. The required shared processes need less complicated and more solid systems which can measure and tackle modern business issues.

The Locus of HCM Systems in Confronting the Industry Red Flags

In the debate over the changes in the workplace, the necessity emerges for HCM systems integration. These systems implement the HR software such as the HRMS automatically making plug-in module datastore in the back-end of the app. Implementing such would result in the employee lifecycle being managed more smoothly overall. Conclusively, the degree of competitiveness that is achieved through total talent management and flexible employee structuring can afford firms a PROMINENT position in Singapore’s trade market.

Currently, organizations are having access to HCM systems, for example, HRMS software that not only help to increase a firm’s knowledge but also empower firms with data-driven insights leading to smarter decision-making. An extra advantage is that they are mostly able to handle payroll complexities, which provide firms with accurate & compliant calculations. Moreover, AI capabilities give HCM systems the possibility to optimize rostering based on the optimal resource allocation. In addition, the systems promote the improvement of the firm’s culture through the reduction of the complexity of performance appraisal processes configured specifically for individual employee roles and their grades. HCM systems are not only beneficial but also necessary for organizations to comply with the regulations of CPF by ensuring that the organizations follow the rules and therefore mitigate the legal risks involved. :O

Pathway Toward Successful HCM Deployment

It is the case as is, the introduction of an HR system entails logical planning in order for the outcome to be successful. Clear objectives which are in line with what the organization expects clearly have to be laid down in the very first place. Involving employees from other departments might help a lot in achieving a smooth transition and also in optimizing the use of the system. Adequate training programs not only make the employees more confident but also assure their proficiency in the system.

Fundamental Attributes of the Multiable HCM System

• Rule-based Workflow Engine: Automating tasks is the fastest way to deliver projects that can be stayed on course and adaptable to schedule changes in E&M.

• Customized Payroll Formula: Assigning the time needed for this setting becomes less and also problems with compliance can be avoided by having diverse payroll needs.

• Smart Roster Planning: The local compliance checker will assist with the right resource allocation for projects and ensure smooth operations due to compliance.

• Unlimited Appraisal Forms: Available for customizing evaluation methods to specific employee performance evaluations, it provides flexibility in the performance of the appraisal.

• ERP Integration: The uninterrupted processes are a relevant driver of the cozy vesting in the growth of the firm.

Multiable Joins AIS Program through their ‘L’ Ar Code

Multiable HCM‘s authentication as an IRAS- and AIS-compliant organization by receiving the community’s ISO star rating is evidence of the software’s brilliant performance. The award certifies the software’s unrivaled performance in compliance and excellent employment income handling, which directly address the needs of Singaporean firms.

What is Multiable HCM?

Multiable HCM is a cloud-native HCM (aka HRMS, HRIS or HR system). With over 6,000 customers, Multiable HCM gains positive feedbacks from customer across different sectors, from manufacturers, distributors, retailers, service providers to NGOs. The renowned no-code approach saves customer a big sum of customization costs and countless hours of implementation man-days.

What is LAIDFU (Let AI Do for You)?

LAIDFU is an AI tool for enterprise to build their own AI agents to perform various business AI tasks.

Proprietary EKP (Enterprise Knowledge Partitioning) technology eases CEO’s concern about trade secret leakage which often occurs in most AI agents / chatbots in the market.

EKP removes the hurdle of business AI adoption by most companies in using sensitive corporate data.

Powered by no-code approach, deployment of LAIDFU incurs far less developers (and development costs) in comparison with other AI tools.

LAIDFU empowers business, with or without an HCM system in place.