A lot of us have started the new year hoping for a less turbulent time. 2020 has taken its toll on many of us and even though the pandemic separated us, it also managed to bring us together through shared experiences – something that connects us profoundly.
So that’s how we’re planning to kick things off in 2021, through shared experiences. Let’s not reinvent the wheel when we can focus on sharing and learning from each other. Chances are others out there are tackling similar challenges as they start the new year.
First and foremost is access to clean data. We all know how important this can be, yet it’s a task we often set aside for another time. If you’re using your HRIS as a single source of truth, we cannot stress enough the importance of having good, clean HR data at your fingertips. If you don’t know where to start, perhaps our ultimate data cleansing guide can help.
The second common challenge is visualising your data in an easy-to-digest format. No matter what payroll or HRIS you are using, you’re not doing your data justice without a specialised tool that can visualise data. Without access to conditional formatting, centralising data from multiple sources and role-based data visibility, you’re managing data blindly. It’s like blind folding a bull in a china shop – who knows what assumptions you’ll make and what you’ll break along the way!
The easiest and most cost effective solution for visualising your HR data is using org charts. A sophisticated org charting solution provides quick access to workforce data insights with HR dashboards. Charts also offer multiple views of your org structure, allowing you to securely share data across your entire organisation and identify any problem areas for easy-to-action fixes.
To understand this space better, we decided to focus on the challenges faced by one industry in particular – local government. While most of us are familiar with their setup, purpose and structure, there were some other aspects we wanted to learn more about – what makes their HR functions tick? What’s unique about them?
We were lucky enough to have access to an amazing community that was willing to help us with this, since we support many local councils across Australia and New Zealand. They helped us understand common trends in their industry and how HR data was used in their organisation.
Here are the 3 common challenges faced by local councils. Watch our free 30 minute webinar to learn more about each of challenges in-depth along with recommendations on the best way to solves these problems.
The first challenge in local council is the inability to report employee types that are not full time. When we spoke to councils about the local projects they have worked on for their communities, we found that a large portion of their workforce consisted of fixed term contracts and temporary roles. This information is key to appropriately allocating personnel to upcoming projects.
Another challenge was the array of data sources that require connection. You don’t want to use different systems to get different information on HR data since it leads to a more manual, time-consuming reporting process and makes it more susceptible to mistakes.
The last challenge was leave liability reporting. This may be a sign of the times rather than unique to councils, so it’s possible that more organisations will be looking at leave liability as they kick-off 2021. Something that has come up within the sector is banked RDO’s (Rostered Days Off) into TIL (Time-In-Lieu), so we will be looking at how our suite of tools can support HR managers to access this in real-time.
As mentioned, our resident org chart expert, Kirsty, has recorded a webinar about HR data best practices for local councils. Watch the webinar to see how 2021 is shaping up for local government.
If you have any questions, have ideas you’d like to explore or a challenge you’d like to talk over before then, feel free to get in touch.