Many organizations around the world constantly harp on what their employees should be doing for them and not think enough about what they should do for their employees. In fact, when employees are the best and most important assets, as many organizations consider, there is nothing that is no much when you do it for them.
If being punctual at workplace and completing their tasks duly and on time is the responsibility of the employee, offering a safe workplace that gives them ample opportunities to grow is the responsibility of the organization that employs it. Good workplace does not mean just money; there is a myriad of things the organization can do to offer the same to employees; here are some of them:
In making your workplace a good one for your employees, transparency plays a big role. More than anything else, employees would want to be treated the same and not be distinguished between on trivial parameters. Also, rules should be the same for all employees and no one should be able to get away with doing things that are not strictly in the best interests of the organization. Make sure that the workplace is a transparent one that offers equal opportunities for everyone.
Culture is that intrinsic thing that can help organizations in many ways. A good workplace culture will welcome new talent and retain existing talent. It allows everyone to neatly slot themselves into their roles and perform their tasks with ease.
Technology and automation
Mundane and menial tasks can be automated using technology so that employees don’t have to work on them. Also, this time saved can be put to better use by them. Using technology like online HR software, CRM software, expense software, and so on will allow employees to get on with their tasks more conveniently and efficiently.
The relationship between the organization and its employees is sacrosanct and must at all time be mutually beneficial and developed along with time. Engaged employees are not just assets to the organization by way of their productivity but they also make a difference at the workplace by rubbing off their enthusiasm on their colleagues. On the contrary, disengaged employees don’t just slack off but they also have an adverse effect on their fellow employees. Therefore, it is important to ensure that all your employees are adequately engaged. You also have to keep an eye on the disengaged ones so that you can take steps to engage them effective:
Lack of proactivity and initiative
Engaged employees need not be told even once – they take the initiative and do their tasks proactively. On the other hand, disengaged employees lack initiative and are not proactive. They are laid back and will only work when someone tells them to.
Complaining and blaming
Look for the employee who constantly complains about everything and blames others in the team in case of any delays or errors in project execution, and you have your disengaged employees. Engaged ones don’t complain and take responsibility for others’ shortcomings on themselves.
No interest in learning
Learning new things on the job should excite every employee. After all, they are being paid to learn new skills and improve themselves over time. However, there are some who think that they know it all and there is no need to learn anything new. Worse, they think that they are a cut above the rest and therefore have no need to learn anything with the mortals.
Punctuality and responsibility
Yes, we understand that even the best and most engaged of employees is late on occasion, but if this is becoming a habit, then you have to understand that the employee does not value the organization and is disengaged. Also, disengaged employees shirk their responsibilities and even try to cover up their work through other ways. They will also not perform their administrative tasks on time and constantly give grief to HR professionals.
Data-driven processes are the toast of the day today. Gone are the times when educated guesswork dominated decision-making; today, organizations have the full benefit of the analysis support offered by business process automation software. In this post, we will consider the same in the context of human resource management, and more specifically, performance management.
Performance management programs in organizations are often hazy – employees are not always aware of their ratings, and what drove their ratings. In fact, in some organizations, performance management happens so secretively that employees feel it is unfair to them if they don’t know what’s going on. Also, in the absence of analysis tools, HR professionals and senior management resort to majority-based decision-making. This lack of transparency and clarity into performance management can drive employees nuts and make them lose their motivation.
Therefore, what you need is a solution that can take guesswork out of performance management and replace it with hard data and analytics. This is where online HR software can be very useful for you. The solution helps you analyze all employee responses quickly and effectively and gives you insights into employee performance. It comes with tools that make analysis easier and more meaningful. The actionable insights will improve the way you offer feedback and really make a difference to employee performance.
Also, the performance module of online HR software comes with a lot of automation. HR professionals can say goodbye to painstaking and tedious manual processes and welcome automation and digitization. Almost everything in the process, starting from creating appraisal forms to collecting and analyzing responses, can be automated completely or partially. It is of huge help to the HR professional and adds a lot of value to the organization.
In an organization, whenever there is a change in the employee hierarchy, it is mandatory that you need to update it in the expense report software solution. You have to set up the employee data and configure the data each and every time when there is a change in the company. It seems like too much of work to do when you stick with spreadsheets.
Well, by integrating expense software with HR software, you can eliminate all such data work and save much of your time. And, you are no longer required to set time aside to configure your expense report software. Everything can be done with a single click. The integration brings all your employees, departments and projects all together into expense application. Here’s how the integration can benefit your business:
Whenever there is a new joinee or a change in the approval hierarchy, you won’t have to manually make the changes in expense application. Once the integration is done, all the changes will automatically get updated in real time, thus you are required to set only spending limits for individual employees.
Import Approval Hierarchy
Setting the approval flow again takes time. You have to make sure that all the employees report expenses to the right approver. With expense integration with HR application, you will have all the set up ready as all the reporting managers will automatically become approvers for their respective employees. However, you can customize the approval hierarchy as per your business requirement.
Know Where your Money is Flowing
It is better to know where you are spending much of your money. Make use of analytics and know how much was spent on each project, who spent the most and where exactly most of your spending is flowing. That’s what you require especially when you are trying to make decisions to control costs.
Therefore, the integration would help reduce much of your work while doing everything for you automatically.
SutiHR, our online human resource management software platform, is always getting upgrades that help improve user experience and add more value to HR professionals and users. Here are some of the latest updates to SutiHR:
- Employees now have an option to upload a supporting document when requesting a time off
- Documents uploaded when creating a new document are now saved in the same format that they are uploaded in
- HR administrators can now generate reports such as documents to be viewed, viewed documents, documents to be eSigned, and eSigned documents under custom reports
- HR administrators can define an expiry date for the carry over time off balances. Employees are restricted to use the carry over balance after the expiry date
- Aflac hospital has been added to health plans
- HR administrators can now view the list of employees who have viewed/not viewed, signed and unsigned documents on documents dashboard and HR admin dashboard
- Custom Password: Unit administrator can set a custom password for a particular business unit. This custom password is used as a default password for the employees who are newly added or imported into personnel module. The same custom password will be sent to the employee
- Auto Generated Password: While adding a new employee the password is generated randomly and is used as login password. The same password will be sent to the employee
- Notifications are displayed on recruitment dashboard when a requisition budget exceeds the approved budget
- Employees’ benefits summary report: HR administrator can now view the plans enrolled by the employees along with the dependents assigned for the plans
- Based on the setups made at unit level, notifications are sent when an employee uploads a document, signs a document, or when a document verifier signs a document
- Panel members will get notifications to provide interview feedback
For more information, please visit the SutiHR website.
Gone are the days when organizational decision-making was done on the basis of inconsistent information and educated guesswork. Today, organizations have the best HR technology tools at their disposal to collect and measure data pertaining to a variety of aspects of HRM, and the means to convert this bits of data into meaningful insights. Instead of qualitative approaches, organizations can take advantage of data-driven approach to tasks in HRM.
Some of the basic analyses carried out by organizations around the world involve measuring the cost of each task or the amount of time it takes to perform a particular task. However, with the extensive analytics offered by online HR software, you can go several steps further and build your own parameters and analyses to ensure that you have complete control over your process.
All the analyses in the world are useless it there is no way to learn from it or if the results of these analyses are limited to a few stakeholders. A line employee might not need to know more about the team but the team leader will want to know, and the senior management would want to know about both the team and the individual. Therefore, with human resource software, you have the flexibility to offer a variety of analytis to a variety of stakeholders in keeping with their roles and place in the hierarchy.
Also, the results of the analyses will be clearly listed out and can be shared easily with the pertinent people in seconds. With these analytics, you have complete customization ability and control. You can measure any aspect of HRM and take steps to develop it. Gone is the time for guesswork; now you can take all decisions based on intelligent analysis.
Performance management is not just about reviews and appraisals; it should help you reach the next level of creating value for your business while engaging employees. Performance management software with sophisticated features can help with this. Here, we list a few features that make your performance management software a perfect solution.
Goal-setting should not be a discrete task performed by individual managers designing and deciding goals. This activity should come from the top down. Many organizations have done this in a manual way for many years. But, the latest application allows you to push or pull goals down the management hierarchy so that an employee’s goals are in line with the overall business goals and expectations for the year, creating transparency and enhancing performance.
Performance management process should be a continual and regular process where employees are awarded for best performance through feedback from team members and project managers. The application drives feedback requests through the data in your system such as the changes from an old to the new manager or the accomplishment of an assignment. The system also sends email notifications when an employee forgets to complete his/her self-evaluation.
Succession planning is an important task in the performance management process and it should not be guess work. A performance management system with advanced tools will identify employees who are ready to move up in the company as well as future leaders. The application provides the foundation for such activities through base tables ready for your data and configuration. The built-in features of performance management software offer great insights and facilitate the design of your present and future state organizations through minimal effort.
HR teams in most organizations spend their valuable time answering queries from employees about terms, conditions, leave entitlements, salary, and so on. Online HR software with self-service functionality can free up the HR team by providing the employee with direct access to their personal records. Organizations can gain a lot by understanding the benefits associated with adopting self-service software and how it relates to the HR processes.
Self-service is not a significant expense and is bundled with the software package. Every time an employee or manager can use their direct access to answer a query instead of asking a member of HR team, time is saved and productivity of the inquiring employee and HR team in increased. The HR system with mobile apps offers anytime, anywhere access in a convenient way. Employees can easily check their available paid time off allowances, apply for time off, check salary details, and perform other functions.
Employee satisfaction is crucial in any organization, and self-service HR system has a very beneficial impact on it. Easy access to employee information such as benefits enrollment, salary details, pension statements – all issues that tie up the HR department with lengthy and complicated inquiries – leads to less frustration with the HR team and a better-informed workforce. It helps maintain more accurate records; each individual is responsible for their own employee records, and mistakes and errors become far less common.
HR teams always worry that they don’t have a strategic role in the organization; the compliance work and administration are diverting resources away from the more strategic role. Self-service online HR software frees up HR resources, and allows them to focus on becoming the strategic partner of the organization it always wanted to be.
The gap between the hiring volumes and the recruitment budgets is constantly raising, HR professionals are being forced to work smarter to find the best possible talents available to them. HR software with robust recruitment features can help a lot in finding and on-boarding the right candidates.
Easy Access to Everyone: Years ago, recruitment was done over email, phone, and paper rather than occurring inside of the HR solution. Now, everything can be done within the application and everyone involved in the process will have the necessary access. A manager can submit a request for requisition and it will be routed automatically to the online approvers. Once the HR manager approves and creates the request, the recruiters can source candidates and send an interview invitation to them via the application. At any time anyone involved in the process can view the status of the requisition and nothing falls through the crack as the software solution allows for delegation.
Buddy Referrals: Sometimes, a company’s best candidate could be an internal one who is not aware that a perfect position is open. Referrals by existing employees are a rich source of candidates that are often neglected. Existing employees often know peers in similar roles and industries. You can market the vacant positions through the application dashboard to existing staff in a similar role, location, and grade who can provide the best candidate for a fraction of the cost through a buddy referral bonus.
Social Media: Earlier, the HR team used to keep contact details of good employees who left the organization or interesting candidates who didn’t match any vacant position in a paper or on spreadsheets. The latest HR software has the features to invite highly rated employees to submit their details into candidate files in case they would be interested in returning. Suitable candidates are extracted from social media and other sources and are a rich source of data mining when the right position is vacant.
Attracting the best candidates is a primary job for the human resource team, but retaining, managing, and helping them grow is also important. It requires a great effort from both sides – employees and organization. Performance management plays a vital role when it comes to retaining and developing talent within the organization. Sophisticated performance management software helps you manage employee progress, performance, and development in relation to business goals.
The solution offers the latest tools that allow managers and employees to set long- and short-term goals, track those goals, provide and record manager feedback, and record any training provided, as well as how the employee performed. It provides advanced reporting and analytical capabilities, along with new ways to develop custom reports and features enabling managers and HR team to view employee real-time data.
The review process may include one or two evaluations by employees and respective managers. They would like to refer to this data much more often, necessitating a dashboard-style view of the employee’s performance with real-time data on data quality, skills assessment, feedback, and more. All of these are crucial in the performance review process, and a sophisticated software solution can automate the entire process through email or document routing. It also makes performance management a part of everyday workforce management simply by providing a way to track and document employee/manager communication.
Organizations use performance scores to calculate overall compensation at different grades even for the same role. Robust tools offered by the software provide adjustable formula and calculators designed specifically to crunch those numbers. It can pay dividends not only in motivating employees to do better but also in maximizing your investment on each employee. Performance management software with mobile apps offers on-the-go access to dashboards and communication capabilities which are critical for long-term business success.