Big data, analytics, business intelligence – these terms define a trend that has found its way into almost every business conversation. They also define the era of data and the need to harness the possibilities it presents. Everybody wants to know what the data is telling them, but few understand how to eke out any real benefits. It is time to relook how data is being managed.
 
“Unfortunately, many companies that have access to big data as well as deep levels of internal information are not gaining the maximum advantage,” says Teryl Schroenn, Chief Executive Officer, Accsys. “There is still a very high percentage of business that is using data reactively as opposed to proactively, and this is impacting on its effectiveness. Analytics should help your business grow by providing in-depth, actionable insights into clients, employees and business processes.”
 
A blend of payroll data, human resources (HR) data, and time and attendance data can create an insightful and holistic view of the organisation. The data from these three platforms can identify trends in employee behaviour, localise levels of client engagement and fine-tune business process or service.
 
Digging into the data
“With reactive data, you don’t get the depth you need,” says Schroenn. “A proactive, comparative analysis will pick up trends and behaviours which could be either an issue or an advantage, vastly improving the organisation’s decision-making abilities.”
 
Capturing the tics and shifts in data can identify if one grouping of employees happens to service one set of clients with more efficacy. It can uncover that a specific blend of individuals is far more likely to eke out value from a specific customer, and how one department always has the highest sick leave due to an issue with management. Each of these insights can have a transformative impact.
 
A painful process
“If you know what your pain points are, you can fix them. You can turn frustration into a money spinner and concern into a leadership opportunity, but you can’t do any of this unless you know the problems exist,” adds Schroenn. “Do you have a Monday to Friday sick leave pattern? Is it worse at one store over another? If you can compare patterns you can find problems.”
 
Payroll alone is not the solution. While the data is rich and the potential there, it takes a unique mix of data across payroll, HR, and time and attendance to truly get the holistic eye the business needs. Using all three options, the business can build pictures, extrapolate future risk and, of course, uncover future advantages.
 
“Find the stories in your organisation and you’ll find ways to drive employee engagement and make a difference to customer relationships,” concludes Schroenn.
 
ENDS
 
MEDIA CONTACT: Idéle Prinsloo, 082 573 9219, [email protected], www.atthatpoint.co.za
 
ABOUT Accsys – People Management Solutions
Accsys is an award winning South African software company specialising in people management solutions. In business since 1981, Accsys is a proud member of the Innovation Division, Business Connexion group. Its solutions, which are being used in more than 2000 companies, are developed in South Africa with particular emphasis on South African workplace conditions to fulfil the purpose of providing strategic solutions for people who manage people.
 
For more information on Accsys please visit:
Website: http://accsys.co.za/
Twitter: @AccsysPeopleMan
LinkedIn: Accsys (Pty) Ltd
Facebook: Accsys (Pty) Ltd

The Protection of Personal Information Act, 2013 (Act No. 4 of 2013) has only been partially implemented, with the focus mainly on establishing a national Information Regulator. But many commentators believe that full implementation will probably not be delayed past 2018.

Are organisations ready?

Teryl Schroenn, CEO of Accsys believes that the majority of organisations are not adequately prepared for compliance. “At conferences, we see a small show of hands when asking how many have POPI-ready systems and processes in place.”
 
Schroenn asserts that a successful POPI roll-out starts with total buy-in from senior executives and management. “Organisations need a strong committee with the authority to drive change,” she says. “In addition, they’ll require thorough guidance from legal, subject matter, technical and change management experts.”
 
It’s also important to have at least a broad understanding of the Act.

8 conditions
Firstly, there are 8 conditions that a data collector must meet: making themselves accountable to the law; limiting personal information collection and use to a minimum; collecting data for a specified purpose only; allowing third party processing only in terms of the original purpose; preserving the quality of the data; documenting how the data is processed, and informing the subject of its use and effect; securing the integrity and confidentiality of the data; and ensuring the data subject has access to and control of their information.

Special processing
Certain information is considered sensitive and subject to greater restrictions. This includes
religious and philosophical beliefs; race and ethnic origin; trade union membership; political persuasion; health or sex life; criminal behaviour or biometrics; and personal information of children.

Supervision
The Act establishes an Information Regulator, tasked with providing public services for and enforcing POPI. Data collectors must appoint an Information Officer as per the Promotion of Access to Information Act 2 of 2000.

Prior Authorisation
To use personal information for certain purposes, data collectors must obtain authorisation from the Regulator first. These include processing data outside its original purpose, linking it to data from third parties, or transferring it to a foreign country lacking adequate protection.

Rights
Data subjects have specific rights regarding unsolicited electronic communications from direct marketers, being listed in public directories, and decisions made about them by automated decision making processes.
 
Restrictions for transmitting personal information to foreign countries apply but don’t prohibit the data collector from doing so when necessary to their function.

Enforcement
The Act dictates how complaints are processed, the conditions for warrants, search and seizure of data, how violations are assessed, and the right of a data collector to appeal.
 
Certain acts are unlawful and may carry a prison sentence of up to 10 years or a fine of up to R10 million. However, the Regulator will consider the nature and extent of each transgression.
 
(The above summary is for information purposes only. The reader is encouraged to seek legal and technical counsel before addressing POPI.)

Implement now
Why should organisations start implementing POPI now? “While POPI provides a mandate for the cause,” says Schroenn, “organisations should already be protecting their customers’ and employees’ information simply because it’s the right thing to do.”
 
ENDS

MEDIA CONTACT: Idéle Prinsloo, 082 573 9219, [email protected], www.atthatpoint.co.za
 
ABOUT Accsys – People Management Solutions
Accsys is an award winning South African software company specialising in people management solutions. In business since 1981, Accsys is a proud member of the Innovation Division, Business Connexion group. Its solutions, which are being used in more than 2000 companies, are developed in South Africa with particular emphasis on South African workplace conditions to fulfil the purpose of providing strategic solutions for people who manage people.
 
For more information on Accsys please visit:
Website: http://accsys.co.za/
Twitter: @AccsysPeopleMan
LinkedIn: Accsys (Pty) Ltd
Facebook: Accsys (Pty) Ltd