3 HR Headaches That You Can No Longer Afford To Ignore.
Posted On March 16, 2017
At a time when businesses are supposed to be moving faster than ever, 61% of companies say they are spending even more time on HR activities than they were 2 years ago.
The Usual Suspect: Data Entry.
The number one nightmare all HR professionals can agree on is the mundane task of completing manual processes and spreadsheets. Manual data entry, and the analysis of the subsequent data to make useful spreadsheets is extremely time-consuming and counter-intuitive. Sure, you can try to eat soup with a fork – but why would you?
Over 50% of the average HR department’s time is spent processing employee information. This reality further promotes the false notion that HR should be primarily administrative in focus. Surely the department in charge for moving a company forward towards its long-term goals would have more pressing matters to attend to!
The latest automation platforms can not only adequately sort and maintain your employee details, they can literally extract them right from a scan. Gone are the days where admin work involved manually entering information like employee names, dates of birth, or ID numbers. Even expiry dates can be uploaded automatically, ensuring you have the records you need to maintain total compliance.
Lack of Centralized HR Data.
If systems integration sounds intimidating to you, you don’t want to imagine the flip-side. Far too often firms find themselves juggling several systems (online or paper-based) to maintain personal, health-insurance, visa, leave, payroll, and complaint details. Because these outdated systems (from application forms to spreadsheets) are unable to “communicate” with each other, HR efforts risk resulting in webs of duplicate data entry, incomplete reporting, and increased risk of error in compliance.
The real pain comes when you realize how little all the data you’ve compiled means in the end. When you come to extract any useful insights, you will realize that your information is too fragmented to be easily analysed, despite your hours of data collection. The lack of a central source of information is one of the biggest barriers to keeping track of useful metrics that could otherwise drive data-driven decision making processes.
Maintaining Employee Satisfaction.
Contrary to what many people believe, an HR specialists’ job is not to be the in-house psychiatrist of the office. HR professionals act as the bridge between a company’s management and its employees. However, they often have to assume a more holistic role to ensure employees are happy, productive, and engaged. Although not specifically part of their job description, making sure employees are comfortable makes their role much easier. How do you reconcile ensuring that employees feel heard and valued whilst simultaneously making the data-driven decisions that management encourages?
No HR professional should think of their day as a “revolving door” of disgruntled staff. This will shift the department’s focus away from developing and implementing strategies in line with the company’s vision. An HR automation software will help relevant professionals make calculated decisions by identifying trends and highlighting repeat issues that contribute to employee dissatisfaction. This often-overlooked automation benefit helps the department save valuable time on conflict management & maintaining employee satisfaction, which in turn boosts morale and employee productivity. Moreover, automation will empower employees by giving them the autonomy to manage themselves. Gone are the days where an employee needed to chase HR for answers to all his questions. From health insurance to leave management, all answers can be found within a smartphone.
How to Proceed?
It’s important for you to identify the relevant issues that plague your company. If you’re a business owner, ask your HR team and figure out! Prioritize the most troublesome pain-points and ask yourself if they could be solved with a robust HR solutions software. It’s important for firms to invest the time to implement a holistic system early on – the longer an HR system is used, the more valuable it becomes. Finally, ensuring your employees feel empowered will result in increased motivation and productivity. Seamless access to individual health insurance policies and other benefits is seen as added-value from an employee perspective.
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