Productivity is a definite term amid the key business jargon lately! Productivity achieved at the right pace promises higher profitability and other non-financial, tangible/ non tangible benefits to the business.
Like every key department of the business should contribute to raise productivity, HR too has a responsibility to contribute to the same by employing effective techniques to boost productivity of HR processes and employees!
Here are 3 ways to improve productivity of HR.
1. Improve capability of HR professionals to use HR technology
Every day, technology keeps proving itself as a driver of productivity in many domains. Use of technology has helped HR transform into a people driven, business led process in an organization. HR professionals should continuously invest in its capability to apply technology to the efficiency of HR.
While an extensive core HR software that delivers automation to core HR functions makes these processes streamlined in the organization, HR should see how they can exercise the talent management practices also through a TMS (Talent management system). The most cost effective way to handle this challenge of performing both core and strategic HR functions more productively, is to opt a comprehensive HRMS that supports both core and talent management facets.
2. Bring strategic perspective to HR
HR is no more the department that only processes payroll, monitors employees’ attendance records, and manages employee profile details in heaps of files. Instead HR should look at ways to assist the strategic direction of the organization. Use of a HRIS that offers talent management functionalities will help HR perform better performance management, learning management and even recruitment processes. Use of HR software for these functions would help HR to expedite the recruitment process while selecting the best suitable candidates, assess their performance on every important dimension to the organization beyond goals and competencies. A HR software will also facilitate better practice to improve employees’ knowledge and competency to stay in par with company objectives. Further HR can use succession planning software component of a HRIS to maintain a pipeline of successors for strategically important roles in the organization.
Utilizing a HRMS to manage these critical HR processes will help HR professionals to start performing a consultant’s role in the organization as they will be the main force that grooms employees to further the company mission.
3. Engage your team more in HR
HR leaders should ensure the HR software they opt and utilize is user friendly and helps end users (HR Administrators and Employee self-service users) to engage better with the system. Interesting improved user interfaces to optimize user experience of the HRIS will surely help HR Administrators to understand the system better and faster, thereby operate the system regularly to perform HR functions. HR leaders should understand the ramifications of a cumbersome HR software and its user experience/ interfaces will no longer keep the users/ employees engaged with the system.
We are certain that HR productivity can be raised in many other ways beyond the utilization and application of HR tech. We invite our readers to share thoughts and take this discussion forward. Visit microimagehcm.com to see how our HR Software helps maximize HR productivity.
