Digital workplaces are expanding, and these expansions bring a wide range of alternatives. Human Resource directors can revolutionize their organizations and advance enterprises through technology-enabled solutions with a user-centric approach, appropriate data, and the right skills plan.
In this article, we examine 4 critical outcomes that may be attained through the digitization of HR and offer suggestions for how to go about implementing digital transformation throughout HR.
Four key outcomes can be achieved through the digitization of HR:
- Data may be used to link people to your business strategy and assist executives in learning the information they need about talent to decide on essential matters quickly.
- Utilize integrated technology to unleash the potential of your staff and enable skills-based hiring, training, and management.
- By using automation, AI, and chatbots to deliver a real-time and user-friendly interface to HR procedures, rules, and systems, you can improve the employee experience.
- Utilize automation and optimized processes to increase compliance with data security and personal information management standards.
- Building skills: Human resource management enables workers to perform their duties more effectively. Instead of relying on independent contractors, your company will be able to create more high-quality work with the people it currently employs.
- Increasing retention: Your employees will be more likely to stick with your business over time if you demonstrate your appreciation for them by spending time and money to provide them with the resources they need to thrive. You’ll increase their enjoyment of their work and show them that you value the time they’ve invested in the organization.
- Predictability: Your company already experiences enough daily uncertainty due to market conditions, the state of the economy, and supply-chain problems. By supplying an additional degree of consistency in scheduling, staffing, and managing your ongoing workload, giving your employees what they need to do a good job and stay with your company over time minimizes some of these inevitable concerns.
- Expense: Investing in and training your team will cost money. Human resource planning may reduce your bottom line in the near term before it enhances your profits in the long run, whether you’re paying for specialized training or taking employee time away from jobs that are more likely to increase your incoming income immediately.
- Unpredictability: Although improving the capabilities of your personnel through human resource planning can give your company more stability, there is no assurance that the employees you train will stick around long enough for you to benefit from your investment.
- The illusion of certainty: Although human resource planning can improve employee performance, it’s possible that staff members are being trained to undertake tasks that will become obsolete as your business and its industry develop. This could make you feel uneasy and prevent you from reacting to situations as quickly as you should.
10 Good Reasons to Digitize HR Planning in 2022
1. You spend a large amount of time in entering the data:
In recent years, personnel management has reclaimed its crucial position in the administration of the entire business, eventually winning approval on corporate boards.
This is especially true when your workforce has ample time to dedicate to strategic tasks that guarantee the business has a great atmosphere, an ideal skill distribution, a strong pipeline of talent eager to join the organization, and an adequate welfare and incentive system.
You should automate your HR processes to improve efficiency and free up time for more strategic tasks if a large portion of your time is spent updating candidate and employee data and information, fixing attendance system anomalies, filling out paper evaluation forms, and other low-value-added activities.
2. The processing of candidate and employee data is not GDPR compliant:
Using generic tools like Excel or, even worse, paper papers makes it impossible to process employee and candidate data properly.
Modern recruiting and staff management software is needed for tasks like communicating and complying with data retention policies, ensuring rights like data processing restrictions, and preserving employee information just as long as required to fulfill legal requirements.
It is particularly challenging to adequately manage the processing of hundreds or thousands of candidates’ data. This is why all businesses that conduct more than a few selections every year have started to consider getting an ATS with a GDPR module.
3. The handling of employee and candidate data does not comply with GDPR:
Do you often post announcements for your personnel on the bulletin board outside your offices?
It would be helpful if you had a new strategy to inform your staff of the most recent news as many of them work from home.
Among many other things, an employee portal accomplishes this.
You can connect in real time with every employee, no matter where they are, by publishing papers and notices on its virtual bulletin board.
Unlike a printed sheet, this is much more effective and environmentally beneficial.
4. You missed a deadline, again:
The HR department has a pile of deadlines to meet with so much red tape to manage. It is not practical nor effective to rely exclusively on your recollection and periodic checks on various documents.
It’s time to convert to contemporary HR software if there are too many jobs to manage with physical files.
With the aid of these technologies, it is possible to set up a virtual calendar for tasks related to personnel management that are carried out on the platform.
Your life will be more accessible, and your job will be more accurate if you are informed when a contract expires or when an employee needs to get a physical.
5. You search for the information you need for hours:
If the data is dispersed across Excel files, Word files, network folders, emails, and non-integrated software, as is frequently the case, or if it is solely in the control of the personnel consultant, researching information about an employee, candidate, contract, or something similar can take a lot of time.
It’s time to use a digital archive created especially for your work if you waste valuable time each month looking for information—possibly only to find that it has been wiped and no history exists.
A single searchable and filterable database that can keep a history of changes made, archive documents, set up notifications, organise data into reports and statistics, etc., is available to you if you choose an integrated HR platform.
6. Evaluations have slowed to a halt:
Have your company’s evaluation procedures stopped due to employees frequently working remotely — and this will probably continue? It’s perhaps time to alter your reasoning and the resources you employ.
For instance, management by objectively measurable goals is advised rather than assessing by practical actions, which has become much more difficult.
To transition to digital and interactive technologies like Altamira Performance, which boosts the process’s transparency and engagement, the ancient paper assessment forms must ultimately be retired.
7. You feel like if you need a vacation when you’re planning your trip:
Every year simpler than the previous one, creating a vacation schedule without HR software is a less-than-efficient task that takes time from HR, managers, and administration and may result in staff dissatisfaction.
Employees frequently criticize “traditional” management for its lack of transparency: they cannot determine whether other employees have already requested the leave they are interested in taking, whether their applications have been received, or how to calculate the amount of rest on a pay stub, etc.
For their part, managers desire a straightforward system that enables them to rapidly review and accept requests to prevent a small number of team members from being absent.
All of these issues and a host of others are resolved using absence management software. It also simplifies the HR department and administrative staff to prepare the data required for generating pay stubs and compiling reports and statistics on absenteeism.
8. You recently made a second attempt to contact the same candidate as your colleague:
Do you frequently reach out to a prospect regarding an open position to discover that a colleague has already done so regarding another job offer?
When you don’t have the proper tools in place, situations like these—which are bad for a company’s reputation as an employer—are by no means uncommon. More so today since it is more challenging to coordinate your work with other recruiters due to the increase in remote work.
They have an ATS that flags applicants who have already been screened for other job postings and can quickly solve these issues.
While only large enterprises and employment agencies could digitalize search and selection processes in the past, today’s market is also mature and open to SMEs.
9. Correcting the attendance book takes days:
One of the first HR departments to incorporate software support was time and attendance. It is also the areas where a lot of the used solutions have gotten antiquated with time and are everything but flexible and user-friendly.
Although, a small portion of the staff is still required to spend days investigating abnormalities in the monthly attendance book and reconstructing the causes.
By using contemporary time and attendance software, the workload is significantly decreased. While the additional setting options reduce the number of errors produced, the simple self-service interface enables managers and employees to fix the majority of abnormalities independently.
10. You don’t place as much weight on training as you ought to:
Corporate training will become even more crucial given the vast array of new abilities the organization must develop over the next few years.
Although, many businesses find it challenging to keep up with the demands of required safety training.
By implementing training management software, you may improve the training plan’s structure and speed up various operations, such as delivering information about staff members’ certificates that are about to expire through an automated notification system.
To continuously enhance your internal training programs, training software also enables you to calculate useful KPIs on course attendance, budget usage, grades, and skill attainment.
Staff rostering – what is it?
A staff roster is a timetable that shows the daily activities, contracts, projects, and other things your business is involved in. Your staff employees will receive crucial information from this roster, such as the employment location, time, duties, working hours, etc.
Using a staff roster, you can ensure that you have the correct number of employees performing the right tasks.
Why is Digital Rostering Important?
Staff scheduling is a significant expense for many service providers and large enterprises. In particular, these resources include time, staff, and mental capacity in complex environments. Digitization can benefit in the following ways, which is where it comes into play:
Accountability is a significant problem impacting many service-based firms, including those in the hospitality, retail, and healthcare sectors. Payroll preparation manually requires a considerable amount of time and work.
Furthermore, mistakes could happen because people are fallible. As a result, there may be grievances and issues with the company’s payroll, overtime, sick leave, and other areas of accounting.
You may increase accountability and decrease these errors by using a digital roster tool, like the one provided by Papershift (https://www.papershift.com/en/Schedule). Assigning workers to the right jobs at the correct times will be beneficial. Additionally, you’ll get a report on their accurate attendance, work output, and compensation.
It Saves Time
The procedure for employees to submit their information is made simpler. Additionally, it cuts down on the time the Human Resources Management division must devote to developing the plans. This time would be better spent on other, more beneficial pursuits.
A digital program would be expected to have less security than a paper roster. But that is not the case. Unauthorized parties cannot access sensitive data if passwords and encryption are used.
Therefore, the data cannot get into the wrong hands. Thus, digital rostering is advantageous for data security.
Increased efficiency and productivity
It will be more productive to use digital rosters. This is due to the automatic planning that digital registrations use, which accelerates and streamlines processes—manually changing duty rosters that commonly result in misplaced paperwork, missing vacation days or double staffing. These issues are now resolved thanks to the invention of scheduling software.
Additionally, the digital duty roster provides a comprehensive view of all required information. You may arrange meetings, check your salary, and see how many days of vacation you still have left. Additionally, it calculates overtime and reminds users to take breaks when necessary.
Flexibility and Convenience
The majority of businesses nowadays are giving their employees flexible work schedule alternatives. Thanks to digital rosters, employees can now log in from the comfort of their homes. Furthermore, the total number of hours worked is more transparent.
Any organization that places a high priority on results must constantly give equal weight to responsibility and effectiveness. When used effectively, digital rostering may be extremely helpful to many companies.
The global transition away from paper- and contact-based processes are still ongoing. Therefore, this is the ideal opportunity to adopt the digital trend and streamline your staff’s scheduling.