HR systems were once built upon the idea of administrative consistency. Today, Human Resources is more strategic; business models and employees supporting them quickly change. Organizations must be poised for the unpredictable – ready and flexible at any given time for the ship to change course, merge crew members with another ship or sail into new, unchartered waters. Human resources technology of the 80s and 90s is not going to cut it in today’s global and nimble business environment and the issues faced today.
If the following HR technology still remains in your organization, it’s time to take it out of the life boat and place it into the Museum of HR Past.
One-Off Software Packages
There is that standalone training software package that everyone was excited about. It fixed the one time problem of getting everyone acclimated to the company’s new product offerings and hasn’t been updated with new content in months- possibly even years.
Or how about that expensive software with only a 40% utilization rate. Files are being imported and exported to keep employee master records up to date. Reports are being printed. No one is looking at them. If they are looking at them, they aren’t doing anything with them.
Let’s not forget the ten spreadsheets that ten different admin are using to track company property. The list goes on.
Different Strokes for Different Folks
A personal day is a personal day whether you work in the U.S., Canada or in Amsterdam. Why are there different codes to track personal days? Different approval steps? Employers are getting away from the archaic time off policies of the past. Today’s work environment is more remote and flexible, valuing productivity over micromanagement. Simplify time off policies and procedures across the board wherever it makes sense to do. Everything should be in one place. Send outdated processes back to shore.
Outdated Policy Manuals
Remember when you were handed a three ring binder with all of the company policy information imaginable. It was at your fingertips. If there was a change, simple! Human Resources sent you a new page 14 and 15 instructing you to replace those pages in your manual.
If your policy or procedural information is not online, easy to access and in various communication methods of audio, visual and self-print ready, it’s time to take a look at freshening things up. Employees should be able to go onto their mobile devices from anywhere in the world or sitting on the train in the morning- and obtain access to instructions they need to do their jobs.
Intuition Versus Data Analytics
Good business people use intuition to make business decisions – but they should be backed up with good data. HR professionals are looking for simpler, more strategic methods to make hiring decisions and boost performance.
The demand for HCM tools that provide greater insight into employee information will yield greater results- improving the ability for Human Resources to contribute to the profit centers of an organization versus simply being seen as administrative. If current systems do not support reliable access to data with the ability to analyze it in a variety of ways – it’s time for a technology update.
Business today requires Human Resources to constantly reconsider how they collect, manage and utilize data. Traditional ways to sail the seas of productivity might be slowing your organization down.
Ease Your HR Workload and Save Money
With one seamless platform and HR administrative services, EPAY Systems can ease the burden on your staff so you can get back to focusing on your core business. Our full suite of unified human capital management solutions help you recruit, staff, manage and pay your employees. Get started today with a personalized demo.