With all the HR technology available, how do you know if you have deployed the right technology for your business?
There is so much talk about the need for businesses to become more digital and deploy more HR technology, but what really matters is implementing the right technology for your business.
Businesses that have long-term strategies for workforce management technology are more successful in selecting appropriate systems and succeeding with employee take-up of the new technology. This is important because automating HR processes reduces workloads and frees up staff to focus on higher-priority tasks. This leads to measurable cost reductions for the organisation.
We have identified a checklist for businesses to consider when implementing HR technology:
- 1) Calculating employee hours: For most, if not all organisations, the number of hours an employee logs is important. When implementing a system, it’s important all employees can view their timesheets no matter where the employee is working. The system should also automatically ensure compliance with labour laws.
- 2) Staff rostering: Rostering is about more than telling your employees when you need them to work. By using staff scheduling software to automate rosters, you can optimise staff costs and effectiveness, comply with mandatory time off, and decrease overtime payments and other controllable expenses. Your rostering system must give employees a direct view of their rosters and timesheets. It must also alert managers if there are errors or tasks requiring their attention.
- 3) Leave management: The financial impact of employee absence is significant, yet managing it is increasingly complicated, time consuming, and expensive. Automating absence processes enables organisations to mitigate and reduce these costs. Your system must track all employee leave – holiday, sick, personal. The system should also be in line with compliance laws.
- 4) Workforce analytics: Automating workforce management processes, from rostering to award interpretations, can have strong and sustained impacts on business performance. These gains become even more valuable when you can monitor results and precisely measure their impact.
- 5) Employee self-service: A cloud-based solution lets users log in from any web-enabled device without being limited by browser, or the need to install plug-ins or applications. This boosts workplace flexibility and productivity by letting employees access data remotely and at any time, while seeing a consistent interface. Cloud deployment means the workplace is no longer just a traditional office space; but rather, wherever the employee is working from.
Leslie Tarnacki, VP of Human Resources and ANZ GM, WFS Australia
