HR teams need to be ready for shifts in the workplace. These changes include managing remote work dynamics and reimagining return-to-office policies.
HR must rely less on intuition and more on data-backed insights to keep up. With automation technologies and a shift toward a more employee-centric focus, HR can future-proof itself.
Streamlined Processes
Streamlining HR processes helps reduce the time that HR staff spends on administrative tasks, allowing them to focus on more important things, like finding and assessing top talent. This also frees up resources that can be redirected to training and employee development.
The recruitment process can be streamlined and accelerated using automation tools, from job postings to candidate evaluation and hiring. Applicant tracking systems automate sourcing candidates and screening resumes, while automated onboarding workflows guide new hires through necessary paperwork and orientation.
Other automation tools like ID verification software and digital signature apps enable remote workers to quickly verify their identity, complete work-related paperwork, and sign documents. This reduces the risk of human error and increases productivity, efficiency, and consistency in data management. Similarly, self-service portals allow employees to access and update their information, view pay stubs and leave balances, and enroll in benefits without HR intervention.
Automated Tasks
HR professionals need to be focused on value-added tasks that will help them promote organizational performance. However, many of the tasks they must do, such as checking timesheets and approving vacation leave requests, are manual processes that can be automated with software solutions.
Automating these processes helps to eliminate human error and reduces the amount of time needed to complete them. It also cuts down on paper usage and storage costs. And since more people work from home during the COVID-19 pandemic, a cloud-based system is even more convenient. If you’re interested in exploring the latest innovations in onboarding software, check them out on their site to discover how their solutions can elevate your onboarding processes.
Automation doesn’t have to create sterile or robotic HR processes where candidates and employees are given no personal touch points. Instead, some of these automation tools can be incorporated into business communication platforms like messaging apps and chatbots that can streamline common questions, provide technical IT support, or serve as a virtual assistant for employees with HR-related queries. In addition, they can collect and analyze data to identify patterns and areas for improvement.
Real-Time Reporting
HR teams need access to real-time data, and that’s where the power of analytics comes in. A fully interactive dashboard allows HR teams to combine multiple systems and drill into data directly within the dashboard to find insights that improve recruitment, optimize workplace management, and boost employee performance.
A dashboard can display various workforce metrics, such as the number of full-time equivalent (FTE) employees, gender balances, or average salary by job type. It can also highlight key business issues that require immediate attention, such as a high turnover rate or low employee morale.
Some analytics tools even allow companies to receive real-time alerts when cultural issues arise, such as harassment, toxicity, and profanity. This ensures that a company’s culture stays on track with its stated values and goals.
Hybrid Working
HR teams will use enterprise operating systems to break down the application process, skim through applications, and connect with high-potential candidates quickly. This will also enable them to monitor candidate behavior and predict their next move, allowing them to make suitable hires and improve the quality of their recruitment.
A task-based hybrid working model means an employee’s work environment is determined by the tasks they need to complete. This is a great way to ensure team members can complete everything without missing out on collaboration opportunities.
HR and people leaders must find ways for their in-person and remote teams to connect socially. This could be as simple as introducing virtual water for more relaxed moments or virtual drinks and lunches. This will help ensure all employees feel supported in the office and at home. This is key for long-term productivity and workplace happiness.
