By: Lesley Lyons
HR professionals have a lot to deal with every day. From payroll to compensation, to employee administration and compliance, HR services and functions play a critical role in the performance and success of a business. So it is critical to ensure that the practices, methods and policies HR uses are as accurate and efficient as possible.
Over the last decade, technology has significantly changed the way we manage and conduct business both internally and externally. Human capital management (HCM) / HR systems have helped streamlined workflows, increase operational efficiency and reduce costs. However, the impact HR technology has on an organisation is limited when running in disparate systems.
Disconnected HR = competitive disadvantage
You’ve heard it before – now more than ever, it is essential that HR programs, services and functions align with the business strategy and bottom line. A fragmented approach to the management and execution of HR programs and processes puts companies at a competitive disadvantage.
Dated and siloed systems, along with manual processes, create a wide range of challenges, including duplicate and inaccurate data, redundant tasks and wasted time not to mention a lack of visibility and meaningful insight into the organisation. For the company, this leads to unnecessary costs, lower performance and decreased productivity. When a company’s technologies aren’t connected, neither are its people.
It’s time for a new approach to HR, one which allows you to move away from time-consuming, redundant operational tasks and towards one focused on helping you achieve organisational success.
Breaking the barriers
Transparency, collaboration, constant connectivity and information sharing are the foundation of the most successful companies. With greater levels of accessibility and visibility come meaningful insights and better decision making and a key way to achieve this goal is through a single HR solution. When you connect your HR processes and functions through one platform, you can experience:
Better collaboration and decision making: Easier access to employee data and the ability to share information across departments provides managers and workers with the ability to make more informed decisions that help move the business toward its bottom line, and increase employee satisfaction.
Streamlined workflow: A connected HR platform is a convenient one for multiple reasons: data is entered once; there is one sign-on and password to remember; employees and managers have access to the data they need whenever they need it; workflows streamline standard processes and approvals. The list goes on and on.
Fewer errors, risks and redundancies: Eliminate duplicate data entry and reduce mistakes. Improve your ability to generate accurate and timely compliance reports to reduce the risk of noncompliance. And enhance the quality of forecasting and reporting with on-demand analytics to fuel your strategic planning.
Time and cost-savings: When your workers spend less time on time-consuming, manual processes, they can spend their energy and attention on more meaningful and critical aspects of a business. A better use of time is a better use of resources. In fact, Aberdeen Research Group found that nearly a quarter of best-in-class-companies were more likely to name productivity as a top business priority.
Streamlining and optimizing HR and business processes to ensure they are managed as efficiently and accurately as possible, without wasting time or money, can be a tricky endeavor, but certainly not an impossible one. Investing in intuitive technology systems that integrate HR, benefits and administrative tasks improve employee satisfaction, productivity and the company’s ability to achieve its goals.
