Diasoft: HRM for financial structures

TAdviser center: Please, several words about Diasoft company and solution Diasoft FA# Balance. On what market the company is focused? What features and advantages of the Diasoft FA# platform? What a system in general represents what it gives to clients?

Mikhail Lebedev: The Diasoft company works at the market of automation of financial institutions since 1991. Today it is the largest Russian supplier of modern IT solutions for all directions of business of the credit and financial organizations.

The Diasoft FA# Balance software product, Personnel management is intended for services of personnel management, personnel departments, accounting of the credit and financial organizations and other divisions interested in the effective organization of work of employees. The product exists in the market more than 15 years, in the development it replaced three generations of technology platforms.

The architecture of Diasoft FA# provides high efficiency and reliability of a system, and as required – and a possibility of accumulation of power of its separate components.

TAdviser center: In what feature of personnel management processes in the credit and financial organizations? What do they need to consider when choosing the automation system? Whether it makes sense to consider at the same time specialized, industry HRM solutions?

Mikhail Lebedev: In general, here not so there is a lot of industry distinctions. The main part of employees of this industry – office employees whose jobs are equipped with computers. It allows to organize electronic information exchange on personnel problems between middle managers, the employee and HR specialists.

TAdviser center: Whether there are some features in automation of HR processes, characteristic of the Russian financial structures? As far as they are considered in the Diasoft FA# Balance system, Personnel management? Whether a system is focused on the western standards of business management initially?

Mikhail Lebedev: The Russian specifics consist in the personnel document flow regulated by the legislation, an order of taxation and the reporting under the salary. In this respect our system is brought to perfection. Besides, constantly developing the system, we try to be guided by needs of our business customers. Thanks to it in a system there are no "excess" opportunities – it contains those functions which are demanded today. At the same time, in it both "basic" requirements, for example, the same reports, and that necessary set of "trifles" without which normally it is impossible to work and correspond to the legislation are implemented. For example, shift of work year during the work with holidays, calculations of an experience, value of different coefficients, etc.

TAdviser center: How now in Russia more "advanced" control functions by personnel are demanded not just basic (personnel office-work and calculation z\p), and? Whether are ready to master financial companies of a possibility of the solution proposed by you? Or they are more often limited only to a "upper" layer, without "digging" deep into?

Mikhail Lebedev: We constantly analyze requirements of the market and we know that, often, even in the large companies which purchased licenses for multifunction software products it is implemented and only the basic functionality is really used. We learned in it by the experience, having implemented a number of very useful, in our opinion, solutions which did not find mass application and are used only at several of our clients.

TAdviser center: How Diasoft FA# Balance, Personnel management – as the independent solution or how a part of an end-to-end system of management most often is implemented? What problems do you most often face at implementation?

Mikhail Lebedev: Diasoft company, creating a broad spectrum of software products for control automation by business in banks, insurance, investment companies and NPF, has the extensive list of works on complex automation of business of clients in "portfolio". We implemented numerous projects as a result of which the solution Diasoft FA# Balance, Personnel management is set and integrated with the systems of third-party developers.

During projects it is necessary to solve two main problems these are even not problems, but a task more likely. The first are initial data which should be loaded into a system. If according to personnel information data, as a rule, "as it should be", then with data on payroll sometimes arise the most unforeseen situations.

The second problem consists that the staff of services of personnel management and accounting, often, not really "is on friendly terms" among themselves. Respectively, there are problems with timeliness and reliability of the created personnel data, with information on work in "the last periods", etc.

The paradox consists that all original informatin (orders, sheets and many other documents) should be brought in a system by the staff of HR departments, and accounting is responsible for timeliness and reliability of these data. So HR departments and accounting work in different information systems, keep parallel account of the same information and exchange among themselves "pieces of paper". These problems also should be solved.

TAdviser center: To what enterprises the Diasoft FA# Balance system, Personnel management is most interesting?

Mikhail Lebedev: Undoubtedly, we position Diasoft FA# Balance as the solution for large multifilial structures. Constantly developing technology platform and functionality of the solution allow us to support all new requirements which are imposed on us by our clients. However in our client portfolio there are both small organizations, and an otrabotannost of technologies of implementation allows us to observe such projects in most short time. Our system, certainly, is interesting to the companies of the credit and financial industry. All our actions, parties which we suit are focused on this market, organizing platforms for communication and exchange of experience of specialists of this industry.

TAdviser center: What implementation projects of Diasoft FA# Balance, Personnel management can you note as the most interesting, "sign"? Than they are remarkable?

Mikhail Lebedev: Each our project is remarkable in own way. You judge: unless there can be uninteresting IT projects with such clients as Ingosstrakh, Transcreditbank, Uniastrum Bank, Probusinessbank, Credit-Evropa Bank, Dzhenerali PPF Life insurance and much many others.

TAdviser center: What characteristics of a "standard" implementation project of Diasoft FA# Balance, Personnel management? Whether often this block is implemented the first if it is about complex implementation of Diasoft FA# Balance?

Mikhail Lebedev: Characteristics of the "standard" project depend on an organization structure of financial institution It can be also automation of several jobs when installing the solution at the central office, and support of hundreds of users in multifilial structure, with number of staff from several hundred to several tens of thousands people. We begin implementation with the solution of "personnel" tasks, after them we resolve the issues connected with payroll, we integrate our system with the main accounting system of the organization, i.e. the Ledger, specialized workflow systems and so on.

TAdviser center: Whether the demand pattern on your system changed in the last half a year? What customers prevail in your list now and whether you in the future expect arrival of new clients?

Mikhail Lebedev: If to speak generally, then the structure of our client portfolio changes together with structure of the market. New foreign players come – in our portfolio there are new foreign clients who need to solve problems of conducting personnel office-work and payroll according to requirements of the Russian legislation.

Naturally, crisis influenced demand pattern: the companies are often not ready to undertake now large-scale projects. However on the solution of basic tasks HRM resources are. Pledge of the fact that to us new clients will come is, first of all, presence of happy current clients. And if with our today's clients everything is good – new will surely come.

TAdviser center: What problems financial institutions were going to solve with the help of a HRM system earlier and what are most relevant recently? What solution of new tasks you are going to propose to clients in the nearest future?

Mikhail Lebedev: Requirements to HRM systems directly depend on a situatsiin labor market. Rapid development of the HRM functions connected, for example, with motivation and personnel training slowed down with crisis approach a little: focus was shifted. But the market will be recovered there will be a new round in development, also new requests to HRM systems will appear.

TAdviser center: How will a system develop further? What, by your estimates, its perspectives? Whether it is worth looking back at the western market of HRM systems? As far as do we lag behind the West on extent of automation of HRM, or comparisons are incorrect here, and Russia will go in "the way"?

Mikhail Lebedev: Naturally, in terms of managerial functionality, in the western systems that long-term experience and those business models which our market still just physically did not manage to save up and create is put. The Russian companies actively make use of this experience, and we try to use the most interesting practices of foreign colleagues in creation of new consumer values for our clients.