Forward-thinking employers are giving employees the tools to influence and take responsibility for a variety of HR functions. Within each of the primary HR categories (talent acquisition; performance and development; benefits and compensation; and workforce management) we see new ventures that are redefining how employees can participate in functions that were traditionally in the domain of the core human resources team.
The talent acquisition category, helps HR and managers speed up hiring decisions by tapping into employeesâ€™ social networks, all offer social recruiting features that let employees make referrals and send direct invitations to candidates. Looking at performance and development, new applications are helping employees drive their own learning agenda. These products give employees the resources, knowledge and motivation to build the right skills. The HR software help employees understand benefits and compensation and take responsibility for wellness. These programs can boost morale, and improve productivity. While workforce management (e.g. for managing payroll, time and attendance, and compliance) still requires an employer-driven product.
Employee involvement and participation is a critical success factor for any organization to fulfill its mission and meet its objectives by applying their own ideas, expertise, and efforts. Providing opportunities for active participation is beneficial for individuals as well as entire organizations. Fortunately, the evolution of HR software mitigates this challenge, as employees have a greater say in what is getting used in the workplace.
The list below shows just how much of an impact that employee participation can have on the performance and well-being of a person, team, department, or entire organization.
Enabling employees to provide their inputs into the decision making is one of the key factors of enhancing employee engagement. HRMS softwareâ€™s with their well developed ESS application can gather these feedbacks in structured and organized manner irrespective of the location, function or demographic constraints. This feedback can eventually be used for the formation of critical and employee relevant organizational policies.
When employee participation increases, it automatically enhances the quality and attitude of the employees towards their work and organization. It reinforces the significance of their part in the organization and develops a sense of belonging in the organization by making every employees opinion count. They strive to deliver increased and improved performance. The end result would be a highly contented workforce with increased job satisfaction, creativity, commitment, productivity and motivation. This helps the HR indirectly to attract and retain quality workforce.
Ensuring the satisfaction of employees is essential to maintain a healthy and successful organization. A highly motivated and engaged employee is at the lowest risk. Through a strong HRMS you can determine your employee morale and reduce unwanted attrition. The feedbacks received directly from the employees can be used to take the corrective measures proactively. This improves the relationship between employees and their HR and increased focus on achieving their predetermined goals.
HRMS softwareâ€™s give employees direct access to view and amend their personal information, make leave requests, easily access payroll information, corporate policies, employee directory, corporate communication, and much more. This empowers the employees and make them self sufficient in their day to day activities. It also saves much of the productive time of both employees and HR, also the money spent on enquiry calls, forms etc.
With the above mentioned benefits and considerable reduction in time, cost and query for HR personnel a well developed HRMS software with a strong ESS application is capable of transforming the relationship between employees, their data, and their organizations, for betterment.
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