Does HR Self-Service technology boost Employee Engagement?

Does HR Self-Service technology boost Employee Engagement? Yes, in our experience employee HR self-service technology can help boost employee engagement if it is implemented properly. It empowers employees to manage their own personal data and boost the employee experience.

HRIS Drives Employee Engagement by…

Increasing Employees Input to Decision Making

With advances in mobile platforms and an exciting array of pulse tools, feedback apps, and anonymous social networking, employees can easily and quickly provide input into decision making. Research, by the Institute for Employment Studies and Towers Perrin, shows that enabling employees to provide input into decision making is one of the top drivers of employee engagement.

Increasing Autonomy

Employees can now view and amend personal data, make requests for leave, and access company information. Research from the Aberdeen Group has shown that more control over personal data leads to increased autonomy and higher employee engagement.

Drives Employee Empowerment

Self-service technology increasingly allows employees to take responsibility for their personal and professional development. Latest advances in the technology provides employees with more control. They gain responsibility for their own performance and development. Consequently, their career planning is increasingly being managed by the employee, freeing up their Managers time.

Why Driving Employee Engagement is important?

It’s important because engagement is seen as an important lever that HR can use to drive productivity in the business. Research by Gallup reveals that world class organisations have a near 10-1 ratio of engaged to disengaged employees while average organisations have around 2 to 1. So introducing self-service technology will drive employee engagement and productivity, when implemented properly.

If you would like help implementing effective HR self-service processes call Tugela People on +44(0) 1327 317701

Employee Data Checklist

Handy employee data checklist

Why should you collect and manage key data on your employees? It’s important because it helps to improve communication throughout your organisation and ensure your company policies and protocols are adhered to.

So now that we have established that it is important what should you collect? Read on for a handy checklist of essential data you need to keep on record for each of your employees.

1.     The Essentials

Contact details and residential addresses of each employee should be kept on file. This ensures communication is optimised and every employee receives all the information they need for their job. It is also important to keep emergency contact details on record. This information should be updated as regularly as is necessary to ensure the data is useful and effective.

2.     Background

Employers should be well-educated on the background of each of their employees. This includes everything from criminal records to details about previous employment. This type of information helps to determine whether or not the employee is suited to their role. Data in this category should include any past convictions, how many times they changed their job in the past, details of experience gained and how well they performed in their previous roles.

3.     Personal Attributes

Up-to-date information about the employees in their current roles should also be recorded. Regular feedback should be noted along with performance metrics and credentials. This information should also include personal interests and specialisms of the employees to ensure they are happy with and well-suited to their roles.

4.     Future Plans

Data should be kept on file to help plan the future of your employees within the business of further afield. Information regarding willingness to relocate should be recorded along with potential for internal mobility. This includes opportunities for your employees to progress to leadership and management positions. Each employee should be involved in active career development planning and details of this should also be kept.

Overall the information kept on record about your employees should paint a clear picture, from details about their past, current strengths and the direction they are heading in for the future. Making sure this data is kept up to date is the best way to maximise the potential of each employee and keeps them informed and well looked after within your organisation.

Tugela HR are HR systems experts. We help SME’s get on the right track to better people management, making for a much more productive business all round. Whether you are looking to upgrade a manual system or replace an existing vendor we can help. Our HR system technical skills and HR process knowledge add value to the implementation process. Call us on 44(0)1327 317701.

Has HR Outgrown Spreadsheets?

Yes it has! Even though many still SME and mid-range organisations use spreadsheets, automated HR management systems now offer a viable cost effective alternative to process and analyse data. Read on as we discuss why HR has outgrown spreadsheets and should be embracing the move to automated systems.

Save Time for Your Staff

One of the most noticeable changes when switching from spreadsheets to a HRIS is how much time it saves the business. The amount of manual input time is considerable reduced, meaning staff are free to focus on other tasks.

Reduce Human Error

Spreadsheets require a lot of data inputting often from various sources; which increases the risk of human error. This can lead to a whole host of problems and inconsistencies further down the line. HR technology systems reduce this risk making for accurate and consistent reporting.

Protect Your HR Data

Protecting the personal data of employees should be a top priority for any business. If a spreadsheet that contains such information can be accessed by any employee then the security is simply not good enough. HR management systems make it much easier to control who has access to certain data significantly, decreasing the risk of security breaches.

Link Your Systems Together

From performance management to payroll, there are lots of different process and systems within HR and the business that need to work together seamlessly, a task which can be very difficult when relying on spreadsheets. Automated systems help to streamline data meaning that greater consistency can be achieved and each component is easier to manage.

Ease of Access

An automated human resources management system makes it easier and cheaper for employees and managers to access the information they need. With everything they need available to hand, more time can be spend on important projects, rather than searching for the relevant spreadsheet to complete a task.

Analyse Your HR Data

The data produced by HR management systems is much cleaner than the data produced by spreadsheets and so ensures errors are reduced when it comes to analysis. This means you can produce reports and make business decisions much more effectively than your competitors who may still be using spreadsheets as an HR system.

Tugela People are leading providers of HRIS services to growing and mid-range organisations across the globe. Our HRIS expertise could help your company get on the right track to better people management, making for a much more productive business all round. Whether you are looking to upgrade a manual system or replace an existing vendor we can help. Our HRIS system technical skills and HR process knowledge add value to the implementation process. To find out more call +44(0)208 144 5213

How to Unlock Your HR data?

Recently I read an article on the HR Zone website titled “Unlock Data in HR“. Towards the end of the article I came across what I think is some excellent, succinct advice on “how do you unlock the value of your HR data?”:

  1. Don’t wait for the perfect system or perfect time – it will never come. Messy data is often used as an excuse, don’t let it be! After all, you have to start somewhere.
  2. Visualise the data as quickly as possible. Visualising data is much more engaging than a row of tables, surfacing anomalies more quickly and facilitating an active, valuable conversation around the data and what it represents.
  3. Collaborate with your finance team. HR and finance share a lot of the same data so by sitting down together you can cross check and benchmark across the business.
  4. Put data back into the hand of the business. Engage those who hold the data. Give them ownership and responsibility for their data, and regular feedback so they can see their progress.
  5. Connect HR inputs to business outputs. HR owns lots of inputs (recruitment, training, engagement, reward) and it has to connect them to business outcomes. Demonstrate the value your data, and more importantly your actions can add.

I hope you agree it’s worth sharing and helps you to make more of the HR data at your disposal.

If you want advice on how to implement HR analytics within your organisation or want to improve your current reporting, talk to one of our associates at Tugela People, on 44(0)208 144 5213