Organisations now have to be more proactive in terms of its approach towards its employees, their aspirations and meeting their expectations.
With the opening up of economies and employees having more exposure to international trends, it is sometimes a challenge to meet their expectations. Large multinational companies bring with them global practices that are efficient and scalable and allow these companies to quickly scale up as per the requirements. There is a reason why these companies have managed to run successful businesses not only within their own countries but also beyond their boundaries.
So what is it that they have that makes them so successful and robust and that they have the caliber to challenge local players. It is their ability to quickly align themselves, re-structure, re-organize, re-think, re-schedule and meet the ongoing challenges. And all this is possible because they are not dependent on people but on processes. These organisations have now become process centric. Given the large geography that these organisations now operate in, it is practically not possible to be people dependent and not having a robust system in place. Be it establishing their inventory control mechanism or the quality control or for that matter putting up a process for Finance control etc. Anything and everything is now process dependent.
But what is a process if its not adhered to, and that’s where the technology comes to salvage the situation. Technology allows an error free, controlled flow of processes that can be tweaked as per the requirements and allows interventions when required The Need for HR Automation While organisations can continue to work in the way that they traditionally have been working but there are some serious benefits that organisations can derive when they choose to automate the HR processes. It has been observed that a lot HR people’s time is spent on transactional HR activities that practically add no value to an organisation.
A simple processes like leave and attendance, if not automated consumes a lot of time. HR professionals will have to handle queries relating to leave balances, leave entitlements, policy clarifications, reimbursements management in person.
Similarly, in more complicated processes like performance management, training and development, it takes more time for HR to collate the data than to actually make sense out of it. Adding to it are the task of chasing managers for a timely completion of appraisals while handling other processes manually. And once the appraisals are finally done, HR ends up with huge heap of paper appraisals with lots of texts written in free hand and then it has to make sense out of the overall developmental needs of the organisation. It’s simply not aligned and it’s simply not scalable!
If automated, HR will simply control the flow and not push the processes in the organisation. HR acts as an enabler to a process that is supposed to happen rather than loose sleep over something that is beyond its physical control.
Automating a process not only saves the precious time but also makes it error free. If you’re interested in learning about what Key Traits you should be looking out for in an HR software or HR automation process, we invite you to join us on www.employwise.com
Thanks for the informative blog! waiting for next post.- hr systems
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