Resource tracking in VMS | DCR Workforce Blog

Resource tracking in VMS

Anytime a skeptic looks askance at me when I assert that HR is of crucial importance to an organization, I ask them to visualize 3 different scenarios. First, imagine an expensive, gleaming state-of-the art manufacturing set up for any gizmo of your choice. Then, imagine Scenario 1 where you have no staff to run it, or Scenario 2 where inept, untrained morons operate the equipment, or a 3rd where you have perfectly trained efficient persons at all stations. Extend that thought to any organization, or any requirement where you need something done and done well. Now, I invite you to talk to me about the importance of HR Usually I find that all skepticism goes out the window, after that small exercise. In fact, I find them easily adopting the new buzzword HC – or, Human Capital – for HR.

The resource tracking functionality in the VMS is a great tool for managing this capital asset and for retaining control over it. Most VMS programs are customizable and easy to use, cost effective, and provide high levels of reporting capabilities and standards of service. Sourcing talent becomes a matter of little stress and evaluation of supplier performance and service metrics becomes easy and objective, strictly based on performance parameters like providing the right hires, best prices and adherence to regulatory compliance requirements.

When a requisition comes up, the VMS program helps a manager to source candidates initially from an internal pool before opening it to suppliers. It enables preferential routing to fulfill obligations under diversity metrics and creates the necessary audit trail to establish a record of adherence to affirmative action policies. Duplication of work is eliminated as the VMS can flag a candidate already submitted and also provide clear visibility into a candidate’s previous tenure, if any, and helps to look up position, rate history, tenure, tenure gap as well as the reason for termination; and also whether the candidate is eligible for a re-hire or not. The program also makes it possible to prevent the stealing of candidates by suppliers and can help to determine the original source in cases where the same candidate is submitted by multiple suppliers.

The program is vendor neutral and totally focused on the best results possible. To this end, it ranks the suppliers on performance parameters and ranks them and labels them as Tier 1 and 2, where Tier consists of suppliers with superior performance. The sourcing order is initially released to the top group and only after exhausting the options and possibilities from that group, the order is passed on to the Tier 2 players. As the VMS can route users to the sourcing work-flow, it becomes very easy to find a candidate with the most appropriate qualifications and capabilities. A hiring manager can estimate costs and manage to stay within budgets as the VMS provides visibility into rate-card data.

The program seamlessly integrates online skill testing results and information on background checks and invoices for them automatically. To anyone who places high value upon the type and kind of human resources available to them, this program provides capital value!

The content on this blog is for informational purposes only and cannot be construed as specific legal advice or as a substitute for competent legal advice. They reflect the opinions of DCR Workforce and may not reflect the opinions of any individual attorney. Do contact an attorney for advice specific to your issue or problem.
Lalita is a people/project manager with extensive experience in operations, HCM and training and development across industries like banking, education, business consulting, BPO and information technology. She believes in a dynamic approach to life and learning as change is the only constant.