As technology has brought together once isolated departments in companies, perhaps one of the most beneficial outcomes has been the co-management of data. Why have the HR department burdened with time-consuming data entry tasks when each employee can quickly manage their own data, saving HR precious time and resources.
Most modern employees are well versed in managing their own data. In fact for the past 10 years it has become a hobby for them. Look at the advent of Facebook, Linkedin, Twitter, Instagram etc. People obsess over curating their digital image to meet their own high standards of self-reflection and having access to their own data. Enter Employee Self-Service software.
From the very first day, onboarding a new employee using conventional manual paper-based methods is costly and immensely time-consuming. From preparing contracts to waiting for forms to be signed and returned this process is the remnants of an outdated world.
Onboarding self-service software, Such as HROnboard removes the barriers and cuts down time to hours, not days. HR can use this software to upload digital documents and instantly have them accepted by employees even if they are overseas or online out of reach.
Between misspelling names to leaving unknown fields blank, relying on one person in HR to determine the accuracy of a company’s source of truth poses risks to the validity of information.
Having Self-Service software enables HR to outsource these tasks to employees, who will never misspell their last name or forget their birth date. Better still, this frees up HR to check over the information and look at more interesting ways to use this data, such as planning restructures or promotions using powerful org charting software.
Employees don’t want to be put on hold every time they want to manage their superannuation details or change their residential address, they would rather just update it all themselves online.
Having a self-service solution not only allows employees to make their own changes, it empowers them with the ability to control their own data. Doing this both frees up resources from the HR department’s end while making employees feel more trusting towards the company with their valuable data.
Accessibility is the promised land of the technological revolution, it is about allowing people access to everything at all times. This notion is integral to the future development of HR departments stuck in the stone age. If an employee needs access to forms to apply for leave or a tax form or they want to check the balance of sick time the have left they should be able to see it all online.
Granting access to all these documents and data once watched tightly by traditional HR departments will save resources and time while also increasing employee productivity. Less time spent organising leave is more time that HR can have to work on more important tasks.
While Self-Service is the way of the future for HR, it is also up to HR to implement and expand upon their current processes to facilitate these technological changes. There is no point having all these fantastic tools if the training and processes to use them are not existent from the advent.