How HR Automation Increases Productivity and Employee Satisfaction

How HR Automation Increases Productivity and Employee Satisfaction

The importance of efficiency factors into just about any role within an organization. With limited time, individuals and broader groups need to understand where to spend their time and where it can be a waste. Because human resources extend across every functional role within an organization, automation of repetitive tasks can more broadly lead to increases in productivity across a business as well as employee satisfaction. Comparatively, HR automation is a very small investment when you consider the overall return and residual effects. Let’s take a look at a variety of ways simple automation can make improvements to the bottom line.

 

Strategic versus Task Initiatives

 

No matter the job, there are always a mix of the more repetitive, task-based items on the to do list and higher-level strategic items. When you consider HR’s central role in a company’s structure, there should be a concentrated effort put forth to reduce the transaction items to free up resources and put the focus back on strategic things. In the world of HR, strategic typically means focusing more on the people versus a simple task like data entry. HR automation enables this and in turn affects employee satisfaction that now has more visibility and access.

 

Data Entry Reduction

 

In today’s digital world, data is nearly woven into our everyday lives. That being said, it doesn’t have to consume our day, especially as it related to productivity. In the world of HR, data entry can take many forms from employee benefits to time and attendance and more. With the amount of paperwork that is required, HR could easily spend the majority of the day entering data into a system; if the system is old enough, it could take two or three times of manual entry before a task is done. With HR automation, data entry can be streamlined so that an employee enters their information and anyone with credentials can view the data. Productivity will soar with a single data entry point with mass visibility.

 

Fewer Questions

 

Inevitably, human resources can become a dumping ground for questions. Outside of a direct manager, employees typically see HR as a central knowledge hub on a variety of topics. On one side, that can be a good thing as an engaged workforce with an HR team that can answer questions fosters and builds a solid relationship. On the other side, employees can regularly ask simple questions that waste resources without much added value. HR automation can increase both, productivity and satisfaction. In this instance, automation could mean a self-serve portal or FAQ that answers the most common questions for curious employees. By building a database and addressing common questions, HR can focus on potentially remedying top issues rather than answering a question it.

 

Accessibility

 

This is no longer a nice-to-have, but now a need-to-have. In the digital age we’re in, employees have a certain level of expectation with the systems they use. It’s easy to imagine on a personal level how many forms you deal with as an employee. It’s not just the pile of documents when you first join an organization, but tax forms, change of addresses, additions to your family, and other documents that have to be submitted. Employees are, in many cases, comfortable with pulling their own documents, but it has to be relatively easy. This in turn leads to a higher level of employee satisfaction as they receive a faster, more immediate turnaround without any back and forth.

 

Self-Serve

 

As mentioned previously, self-serve is a great tool for not just employees, but HR and management who benefit from having one less thing to help an employee figure out. The employee can access files, information, and other tools without having to involve HR. This form of automation provides those tools in a centralized portal, customized and feature locked to the user.

 

It’s a no-brainer when you consider how quickly a company can reap the benefits and help both the HR team and others focus on more strategic initiatives.

7 ways HCM

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