Know How To Streamline Workflows and Save Time With HR Automation

HR Tech Outlook | Friday, October 11, 2019

The HRIS software helps in minimizing the workload of HR managers providing enough time to indulge in other activities of the organization.

FREMONT, CA: Human Resource (HR) is one of the company's most active and most potent business divisions. HR professionals deal with everything from recruiting and interviewing new staff to the management of employee relations, compensation, payroll and professional development. However, sometimes the whole job can feel like a paper game. Documentation is vital, but the paperwork is easy to be stuck.

Automation will allow HR professionals to collect, monitor and store that piece of information created through and above an employee's first contact with the company as a job candidate. Most HR departments use the HRIS to automate and coordinate core HR tasks to manage the workflows and records of employees.

Features of HRIS

Tasks such as PAT monitoring, document production, instructions for new staff, and new hiring paperwork could consume a substantial proportion of an HR professional's day, primarily if the company still uses manual procedures, tablets, and submission systems. HRIS can streamline most methods and workflows to allow workers concentrate on more strategic tasks.

HRIS mainly performs the following functions:

• Tracking of applicants

• Administration of benefits

• Database and directory of employees

• Tracking of engagement and PTO

• Reporting and monitoring

• Set of electronic signature

• On-board and off-boarding staff

• Performance management

It is necessary to control the size of the company and the particular goals of the HR group when selecting an HRIS. All frameworks, however, share a single aim: simplify HR workflows and simplify the lives of HR staff, irrespective of their nature.

How HRIS Increases Time and Productivity

HRIS aims at streamlining workflows and increasing HR department paperwork, but the benefits of HRIS use can be widespread. Here is a concise description of how an HRIS can maximize effectiveness and save time.

• Central Data Repository: In several organizations, relevant information such as filing cabinets, documents and chart boards are siloed at physical and digital locations. Within central areas, HR and other departments will be able to access data faster, saving time and money if centralized.

• Capabilities for Time Tracking: PTO tracking is a crucial HR feature. Organizations that do not adequately control time continue to under-report the costly PTO. HRIS helps HRI practitioners manage their time-off and can also make a digital clock in and clock out, which eliminates manual errors. It helps them reduce the problem.

• New Employee Onboarding: Improved retention rate and performance document for businesses with proper onboarding processes. Businesses without an automated onboard process tend to put new employees on paper for the first day rather than encourage them to participate in welcoming and successful activities such as getting to meet new colleagues and learning about the culture and values of the company. The HRIS can streamline the onboarding system to save time through by accessing online forms, welcome e-mails and digital checklists.

• The Self-Service Functions: It is good to let employees know that the HR door is always open, but a knowledge base will address some basic policy and system questions. Employees are consumers when not operating, and many customers prefer solutions for self-service because they can be accessed 24/7 and provide immediate responses. However, an HRIS may encourage workers, without the involvement of HR personnel, to make the personal change (e.g. update an address), and get answers to the availability of PTOs, etc.

Due to the volume of paperwork, HR jobs can be frustrating. Several companies have already adopted HRIS for automating key HR processes and for streamlining documentation. This is definite plus since the strong HRIS dramatically enhances the capability of handling data, monitoring time and presence efficiently, bringing new individuals rapidly on board, and providing workers with a knowledge base to handle their data changes easily. Furthermore, the benefits of a well-designed HRIS go beyond greater efficiency and easier workflows within the human resources department itself. Companies that automate processes and allow their self-service personnel to concentrate on more strategic tasks, like building a stronger working culture.

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