There are many benefits of HR software that make life just a little bit easier in your business.
The business world has gotten decidedly more complicated in the last year. With the global pandemic changing how we commute to the “office” and mental health becoming a vital priority for managers and employees alike, the importance of a well-run human resources department has never been more apparent.
Improving HR isn’t easy though. The human element creates a wide range of complicated challenges and remote work policies have forced many of these processes into the virtual space rather than face-to-face. Fortunately, you can keep up with the shifting trends of the business world by organizing and digitizing the process with HR software.
As with most business tech, HR software is designed to make life a little bit easier for the people on your team. By streamlining daily processes, improving communication, inspiring productivity, providing actionable data, and ensuring compliance with state and federal regulations, the best HR software platforms will give professionals the tools they need to truly get the most out of their team.
Not convinced? Well below, we’ll go through five major benefits of HR software that are of the utmost value to your business, particularly during a global pandemic.
No, it’s not just for healthy relationships; good communication is equally important to the success of a business. In fact, a study found that 28% of employees cite poor communication as the reason for not being able to deliver work on time.
Whether it be coworkers on a project or a manager to their team, you need to find a way to keep the lines of communication open and functional, and that’s essentially the main advantage of HR software.
The right platform will allow you to stay in touch with your employees on a regular basis with check-ins, provide tools for them to reach out when they need to, and will facilitate praise for a job well done after a completed project.
Yes, HR software costs your business money, but keeping employees happy is always a good return on investment. And with 58% of professionals stating that clear and regular communication is the most important factor when it comes to a positive work environment, it’s safe to say that it’s worth the cost.
One of the best ways to ensure that your company is headed in the right direction is a solid recruitment strategy. After all, your company is made up of employees, and those employees had to be recruited at some point, so it stands to reason that your ability to attract and retain talent has a direct and significant impact on the success of your business.
This is where HR software can really shine. For one, it allows you to organize your recruitment strategy with meaningful, actionable data right out of the gate. You can tailor searches, filter candidates, and generally streamline the entire process of finding the right candidate.
HR software isn’t just about finding new talent either. With the right platform, you’ll be able to establish a promotion funnel that asks and encourages current employees to apply for higher positions. This not only guarantees that your company culture will develop with term employees, but it will also improve morale among employees who see growth as a possibility rather than an obstacle.
To be frank, most established companies are already taking advantage of HR software to recruit talent, which is why the best candidates last an average of only 10 days on the market. In fact, 98% of Fortune 500 companies use some kind of recruitment software, and 94% of recruiters say that it has positively impacted their hiring process.
Arguably one of the most helpful aspects of any type of online business resource is the ability to track and analyse reports. As any social media CEO could tell you, the value of data is undeniable, and it’s even more helpful when it comes to managing your employees and how they work.
HR software tracks a wide range of metrics that can give you the insights you need to really improve your business, including employee turnover, job performance, approval processes, and many more. Understanding this data will not only help you ramp up productivity, but will also show employees that you’re invested in their success.
Again, it’s hard to deny that this element of HR software isn’t vital, particularly with 85% of HR professionals believing people analytics are going to be very important in the future.
It may seem like an innocuous department at your company, but the reality is that HR professionals are granted access to a whole lot of privileged information that should not be made available to the public.
Subsequently, HR software that can provide you with the safeguards necessary to stay compliant with state and federal laws in regards to employee privacy can be a serious help for even the most seasoned employees.
From pay stubs to medical data, HR software can keep the important information as private as it needs to be, by law. After all, the last thing you want on a Monday is for HIPAA complaints and I-9 fines to start piling up, particularly when lawsuits can reach the millions of dollars range before you know it.
HR software isn’t just an online portal for employee benefits and time-off requests. These platforms are incredibly robust and offer a wide range of features that not only helps you manage employees, but also give them the control to manage themselves. As you can imagine, these kinds of empowering features naturally improve productivity, if only because it’s streamlining processes that would otherwise take up someone’s valuable time.
Additionally, HR software improves productivity most for, you guessed it, HR professionals. From the ability to delegate tasks, to the inherently distraction-reducing nature of the average HR software, you’ll likely make the job of your HR team infinitely easier simply by installing one of these platforms. And taking the load off your HR employees can be quite beneficial, especially considering 72% of HR professionals are stressed out because of high attrition rates at their business.
Simply put, investing in your HR department is going to inspire productivity, because it will give them the tools they need to get the job done, and get it done right.
So there you have it, the benefits of HR software far outweigh concerns regarding their effectiveness or cost. By using this kind of software, you will be vastly improving your business performance by making life simpler for your employees.
Looking for more ways to improve your business efficiency? Check out our other blog posts.
Are you using your company website to help recruit new talent? Perhaps you have a great Careers Page and update it regularly with current vacancies, but what about the rest of the site? Ways to attract employees on your website go beyond these basic tactics.
Working from Home (or WFH) is not a new trend, but 2020 managed to turn it into an everyday reality for lots of people (whether they wanted to or not). This also means we had to adapt to a new way of approaching work connections, communication, and how to motivate staff.
In today’s candidate-driven market, a positive, definite employer brand is important for attracting and retaining top talent.
With an employer profile, you have numerous opportunities to showcase your companies’ unique brand and culture. Including online employer branding videos in your profile is a brilliant way to communicate your brand to candidates due to the rise in the video.
Many businesses experienced a considerable slump through 2020 due to the pandemic, but as the world begins to recover in 2021, companies can see this as an opportunity to develop themselves in new directions. A great place to start is by diversifying your employee base, and creating a more inclusive workplace.
You may have noticed that business owners and leaders have, on the whole, remained very quiet on the topic of remote working during the lockdowns, and that is probably because they have had very little choice in the matter.
With the option to return to the office only a few weeks away, I believe that we are going to see more business leaders start to speak up about what they actually want to happen.
It’s been really interesting listening to different people across a diverse range of roles and across different industry sectors talk and share their opinions on social media about what is going to be best for the business moving forward in this respect. But in some ways, that’s a bit like football supporters sharing their opinion on who should start for their team on Saturday. It’s all interesting, and in many cases valid debate, and people do get very passionate about their own opinions, but in the end it has little or no bearing on the managers team selection. And in that respect, the remote working debate will naturally be decided by the management and not by the employees of the business.
Of course there has been an opportunity to rethink the working model and having been forced to adopt a full working from home scenario for 12 months, every business owner has been able to evaluate its impact on the company.
I think that it is fair to say that most employees want to retain at least some working from home options going forward, but the majority of people also want some return to the office, and this desire by the workforce will form part of the decisions being made going forward by management, along with many other factors, such as company culture, wellbeing and mental health, productivity, quality and standards of work, customer service and satisfaction, practicality, sales, teamwork, information sharing, staff retention and the list goes on.
There is also the question of who is responsible for the work from home set up, the equipment and health and safety, because if a company requires you to work from home there is an extended duty of care.
This week, David Solomon, the CEO at Goldman Sacks Investment bank, hit the headlines, when he came out and said ‘It’s not a new normal’
Speaking to a conference on Wednesday, Solomon said: “I do think for a business like ours, which is an innovative, collaborative apprenticeship culture, this is not ideal for us. And it’s not a new normal. It’s an aberration that we’re going to correct as soon as possible.”
Barclays CEO, Jes Staley also said this week that he did not believe that remote work was “sustainable” long-term. He too pointed towards the negative impact that remote work has had on collaboration and culture.
However, some CEOs are also coming out to state that they will adopt more of a hybrid model, and Spotify and Salesforce have both said that they will adopt that type of flexible approach to remote working.
It may simply come down to things like the industry sector and the way that those individual businesses like to work collaboratively, or not, and where a scheduled Teams or Zoom call just can’t replace the spontaneous, on the fly impact sessions, collaborations and debates that make that company what it is. If remote working has any negative impact on culture or productivity, then a return to the office is likely to be a major part of the outcome.
With so many employees now working remotely, over two-thirds of small business owners have noticed a digital skills gap in their workforce. The need for expertise in these skills has been growing as more elements of a business, such as marketing and data analysis, have moved to digital mode. Most companies believe that this lack of skills will hamper their growth, and reskilling will be essential for most workers in order to meet requirements. As a recruiter, whether you’re aiming to recruit in-house or look further afield, proactively seeking out applicants who possess less conspicuous digital expertise, or who have the potential to upskill, could help you find the right employees to fill the digital skills gap.
Any human resources (HR) professional knows that good talent is hard to find. But the truth is that talent is even harder to develop. And yet the demands of the modern workplace are constantly growing, constantly evolving.