HR Operations and Governance for Information Technology and Software
An HR function that runs the same way every month.
What this looks like in information technology and software
The parts of hr operations and governance that are specific to this sector, rather than general.
HR Operations for Distributed Teams
Where the workforce may never be in an office.
What this coversHide
HR Operations for Distributed Teams
Where the workforce may never be in an office.
What this coversHideSoftware businesses increasingly operate across locations and remote arrangements, and HR operations that assume physical presence create friction with the population least tolerant of it.
- Fully digital joiner, exit and document processes
- Access provisioning and revocation tied to HR events
- Multi-location and remote-arrangement administration
- Payroll input discipline across entities and locations
- Policy ownership and version control maintained centrally
- Service levels stated and measured for employee queries
- Records retained and retrievable across jurisdictions
- Internal review of HR data accuracy on a stated cycle
Tying access revocation to the HR exit event, rather than to a separate IT request, closes the gap that most software businesses carry and most would rather not discuss.
The general method — what hr operations and governance covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the hr process consulting and implementation page. What is above is the part that differs for information technology and software.
Other HR topics for information technology and software
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for information technology and software, or another industry.