4 Ways to Move Your HR Processes into the 21st Century
Posted on July 11, 2017
First it was the rise of mobile technology. Then the emergence of fitness apps. And now, everyone’s dying to get their hands on the latest smartwatch. As consumers have embraced new trends in technology, many organizations managing HR and people matters are still bogged down in spreadsheets, paperwork and manual data entry.
In fact, a Paycor survey of more than 1,400 small to mid-sized businesses revealed:
- 51% of businesses store employee data in multiple spreadsheets
- 69% manage job descriptions and applications manually
- 54% are manually tracking hours—if they’re tracking hours at all.
If you’re in the same boat and need a few tips to optimize your current tactics and increase efficiency, we’ve developed 4 ways to help take your HR processes into the 21st century.
I love collecting employee time cards and manually inputting hours into payroll…said no one. Manual time tracking tops the list of most time-consuming HR practices for employees and supervisors. And we haven’t even mentioned the potential risk of human error or costly compliance violations associated with reporting hours incorrectly. With more than $266 million in back wages collected by the Department of Labor in 2016, increased enforcement means you can’t afford to overlook time tracking practices.
Consider adopting a time and attendance solution that offers more control over labor expenses and powers decision-making with better insights into costs and schedules. And seek out a tool that seamlessly integrates with payroll to prevent hours from being entered multiple times.
HR professionals can create time to address talent challenges such as engagement and retention by letting employees initiate routine tasks. For example, self-service tools allow employees to update personal information, access their timecards, request leave and view schedules anywhere they have online access. This streamlines basic processes so HR associates can focus on organizational and operational contributions.
Automated open enrollment
Open enrollment, an annual occurrence, can cause a lot of unnecessary stress and headaches for you and your staff. But the process doesn't have to be stressful: having the right technology can save you a great deal of time and trouble.
An HR management solution can simplify the benefit enrollment and administration process by eliminating hours of data entry. Plus, employees can directly input their own benefit selections, access benefit plan summaries, receive updates on uncompleted enrollment tasks and review how their elections will affect their compensation.
Your boss asks you to come up with a plan to reduce labor costs. Where’s the data? Buried in Excel files? If so, are they up-to-date? It can take days—even weeks—to simply find the data you’re looking for, much less make sense of it. To help solve the “where’s the data and what can I learn from it” problem, many organizations are turning to data analytics tools to help them get deeper insights into their people data. Data analytics provides a modern way for organizations (and many of your competitors!) to get deeper insights into their people data and bring valuable information to key stakeholders. But what truly matters is “good data.” Good data starts with the right analytics tool that enables you to make information truly actionable, such as identifying overtime or retention hot spots.
Is your organization looking to optimize your current HR processes? Let Paycor help. We've created a guided tour of our robust recruiting, onboarding, HR, time and payroll solutions to help you find the best fit for your organization. Click here to get started.
And if you would like to schedule a personalized demonstration with one of our experts, contact us today.