With all employee data woven into a single database, HR managers no longer need to scour filing cabinets and spreadsheets to find the necessary information. The unified repository of records also makes it easier to meet compliance regulations.
Choosing the right HRIS is essential. A scalable, full-suite solution will allow your company to grow with it and offer additional modules and functionalities as needed.
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HR professionals often have to perform various tasks and manage different data sets. By centralizing employee information management through an HRIS, you can save valuable working time and help eliminate errors in the process.
This makes a complete suite solution, such as UKG, an HRIS System essential for companies seeking to streamline HR processes. The right system can enable employees to self-serve for tasks such as changing their work schedule or updating personal information, and it will automatically route these requests to the relevant team member or supervisor to eliminate email mishaps.
The right employee self-service portal can also reduce costs and improve the user experience. A centralized, mobile-friendly platform that employees can access 24/7 is a crucial component to driving adoption, and it will allow users to answer their questions without having to ask the HR team, saving time for both parties. A live chat feature that enables employees to speak directly with an agent when needed can also be included, and this should be automated to ensure that queries are resolved promptly and effectively.
Employee Self-Service Reporting
A full-suite HRIS system that serves as a one-stop shop for payroll, benefits, and HR helps streamline and automate administrative processes. This frees HR teams to spend more time on essential tasks affecting employees’ daily lives.
For example, implementing a self-service portal for employees can be a vast improvement over the traditional process of emailing an HR representative to request something. With a self-service portal, employees can directly access their personal information, submit requests, and report on data – which can cut down on administrative hassle for everyone involved.
When it comes to adopting new HRIS software, it’s essential to have a solid plan for how the system will be used and the benefits that are expected from it. This is best done by gathering a team to analyze existing HR management processes and draw specifications for what features are essential, nice to have, and unnecessary. This helps to ensure that the new system will improve how HR functions are carried out rather than add on extra functionality for the sake of it.
Employee Self-Service Training
Providing employees with the tools they need to manage their information and tasks is a trend that continues to grow in popularity. Technology advances are making the HR experience easier and more intuitive for employees.
For example, employee self-service portals allow employees to access their PTO balance outside work hours. This helps reduce the time and energy HR staff must spend handling such routine tasks. Employees can also quickly and easily update their personal information (like a change of address) instead of waiting for HR to do it.
Businesses must consider their overall goals and priorities when deciding which types of HRIS functionality they want to incorporate into their systems. A comprehensive HR solution provides valuable insight into a company’s current workforce and can help with future hiring decisions. However, it can be a more significant financial investment than a limited-scope information system.
Employee Self-Service Analytics
An integrated HRIS solution allows HR managers to centralize all employee data management and record-keeping within a single software program. This helps to increase efficiency and productivity, allowing employees to spend more time on strategic endeavors.
When choosing an integrated HRIS system, it’s best to list your expectations for the new software and rank them in terms of essential, necessary, and nice-to-have functionality. This will help you avoid getting blinded by technologies that may impress your potential providers but could be considered more of a luxury than an essential requirement.
It’s also worth considering running a pilot scheme for your new HR system – in one team or department at first. This will allow you to demonstrate the benefits of the latest software and can be a great way to drive broader adoption. Workativ makes it easy to automate HR support and auto-resolve workplace queries using its conversational AI virtual assistant, which seamlessly syncs with familiar collaborative channels, ensuring no extra effort is required to facilitate employee self-service.
Employee Self-Service Reporting
For managers, a full-suite HRIS system provides a centralized way to access and store employee data. This streamlines processes previously performed via email or paper forms and reduces time spent on administrative duties.
It also reduces the paperwork needed for reporting, which can help improve compliance with government regulations. With a consolidated platform, supervisors can quickly generate internal reports that provide the information required for operational and strategic decision-making. ESS software centralizes employee information to help ensure accuracy and consistency, and many systems offer alerts for specific activities.
For example, Kelio software can block certain clocking inputs for employees whose schedules are not compliant with laws and can support day-to-day compliance efforts by providing labor law alerts. Ultimately, these tools help improve productivity and efficiency while freeing HR staff to focus on more strategic initiatives. In turn, this creates a more engaged and competitive workforce. And with cloud-based solutions, scalability is easy, and costs can be managed more effectively. This can be especially helpful for growing businesses investing in talent management.