Employees want to manage their work/life balance better than before in 2022. It puts the onus on hiring managers in return. They have to manage changing HR trends already.
The burden of trackingimportant HR hurdles and solving them before things are out of hand is too much at times. However, the ability to remain calm in a dynamically changing HR world is one of the specialities of a human resource manager.
Therefore, theimportance of HR becomes more apparent when we acknowledge our HR person's shortcomings. Then, as a team, we rectify it. This gives employees hope for change to improve working conditions in a firm.
If you’re one suchHR person unable to handle the pressure of the unknownHR hurdles, this blog will enrich your knowledge.
The first among the manyHR challenges discussed in this article is for HRs to prioritise DEIB-oriented company culture. It’s a justified point according to previous year’sGartner study.
It clarifies that 35% of HR people would need to incorporate more DEIB-friendly activities and policies in the years ahead.
This will impact HRs roles and responsibilities drastically. But, first, they need to install and configure better systems that do not ever hurt any person’s or community’s sentimental or ethical values.
Bringing these changes inside and immediately outside the environment of a firm takes time. It could be months or years. So, there would be a constant need of spreading awareness aboutDEIB-oriented company culture.
Some employees might not even be aware of this type of work environment. While employees belonging to indigenous and minority communities understand its value to the par.
Companies have to introduce a hybrid working system like a trustable HRMS tool. Using this, they can automate and streamline their pre-boarding and onboarding activities.
This can include:
These steps signify that therole of HR is changing for the good. But HRs need to be proactive and knowledgeable enough to use HRMS.
Because now, the right talent for their company culture could be literally anywhere in the country. With HRMS they have provision for remote employees. However, managing remote employees has its own pros and cons.
Not every company might be comfortable with those cons when working with freelancers, contractual labour, and/or remote workers. But that decision would cost HR their right employees at a justifiable cost.
That is why it’s under the top 5 important HR hurdles HR should meet and address in 2022. Going forward, the hiring trend could be simply from LinkedIn chats or posts. Otherwise, it could happen over a chat box too.
What matters is how efficient employers accept non-conventional ways of hiring the right employees without considering geographical boundaries.
COVID-19 andRussia vs Ukraine war have taught companies that anything could happen anytime in the hyperconnected but overly sensitive world. Their managers, workers, or management/leaders must love, adapt to, and accept industrial changes.
However, while studying theimportant HR hurdles of 2022, it’s evident that not everyone desires change. That is prominent when employees demand stability and value in their workplaces – now more than ever.
Simultaneously, companies have to be adaptable to frequent changes. It includes equal acceptance and participation from existing employees.
But change can occur in any department and standard operating system. This could make new employees more resistant to change compared to the top performers. The core reason for this resistance could be the comfort zone they work in.
In this case,HR managementmust prepare to onboard new, easy-to-use and -train systems.
HR professionals must teach their employees the pros and cons of change management. They must make their employees anticipate change which is good for the company and everyone’s growth.
Otherwise, companies sustain with difficulty in the competitive markets without bringing necessary changes in the systems and SOPs.
This is therole of HR that emerged before pre-pandemic. However, understanding it can be difficult for traditionally operating companies. That’s why it’s one of theimportant HR hurdles to research.
Employee engagement relates to employees bringing forward their constructive opinions to the management.
Then, it shows how actively they contribute to the company and its management decisions. Their contribution levels onSocial Intranet offered by uKnowva depicts a positive attitude.
Otherwise, disengaged employees do not engage on these platforms often. Then, it is harder for theHR personto discern the correct employee mindset and behaviour. That is why HR professionals must encourage their employees to share and contribute.
With a culture where workers are satisfied and put out their opinions, the company grows organically. There are more chances of employees becoming loyalists and evangelists to draw productivity and profits.
That is possible because engaged employees comprehensively understand the company’s vision and mission.
They know what type of goals to set and how to bring predefined changes in the systems. Also, there is clarity in communication between teams when employees learn to engage on HRMS platforms on time.
Another one of theimportant HR hurdles faced by growing companies is to create a welcoming employee experience. Unfortunately, most HRs have little or less idea about the definition of employee experience.
So, you must have clarity on what EE means for a company. It is how employees perceive your brand from the first day of contact to their last in the organisation.
If employees fail to have an outstanding experience in a company, it’s one of theHR challenges companies must address immediately. Because with a memorable employee experience, a company’s internal and external branding improves.
More hires will be willing to work for your company at the quoted cost if it’s known for an excellent experience. Otherwise, employees reduce their tenure in a company which fails to understand their needs and expectations on time.
Important HR hurdles will keep growing. There are more than five at the moment in different industries. But the ones stated above are the most common, emerging, and mostly overlooked HR challenges.
However, companies can overcome these hurdles by opting for and implementing uKnowva 360-degree solutions.
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Reformulating work culture has to be the top priority. Plus, anHR software is a must-have to capitalise on the shift to hybrid working norms for remote staff.
It has implications to smoothly transit employee journey at every touchpoint.
The employees of the future prefer working where companies recognise their value and contributions. Therefore, developHRMS systems to improvise the culture with these factors in mind.
Well, a company culture already witnesses a lot in the age of new normal as it reformulates.
HR managers often feel overwhelmed at that point. They have to adjust to new norms and regrouped employee expectations.
The entire experience is seamless as organisations invite and implement HRMS software solutions on time.
Read this blog post to understand how HRMS tools comprehensively reform company cultures for future-ready firms in India.
The productivity of teams and organisations interlinks even more transparently with the performance levels. It’s clear to HR persons and reporting managers that high-performers in a team draw in more success.
Thus, theHR software has to be in place. With that, aligning productivity and performance levels is seamless. The system integrates the data at the backend itself.
So, reading the impact of the team and individual performance on the company’s growth is easily accessible.
In fact, employees prefer working in such firms where their performance levels are impactful and disruptive. They want to bring change and be valued for that. This behaviour directly impacts job satisfaction and engagement levels.
As I explained above, employees need jobs where they create impact. The same happens when theHR management systemprepares them for futuristic goals, skills, and talents. They need to remain employable as times are changing rapidly.
So, there is no better way to be pleasing to the company as an asset than relearning and upgrading your skills. Employees have this opportunity to continuously learn and get certified for the courses they enrol on.
That is possible with theHRMS software solutions uKnowva provides. On this platform, reporting managers can upload courses they want their team members to learn. They can conduct or upload webinars and other learning materials.
This way, managers must consistently encourage their staff to enrol on eLMS modules. They must get excited to learn new things every 3-6 months. After that, they must apply those skills to their projects or tasks.
It is a great way to welcome learning into execution. Employees would know where their latest learning and skills will be used and what impact it creates.
Another way modernHR software is consistently reformulating company culture is to drive home purposeful communication. Through the chat process on its social intranet platform, teams connect transparently, with motivation to succeed.
Their tasks and targets are on time. They cast votes and participate in surveys or forums to bring a necessary change in the culture. This shows employees have a voice that is listened to and acted upon.
So, each such conversation between employees and their seniors matters. They know if they communicate, it’s to make the organisation thrive better and meet its goals on time.
Later, teammates too connect to work on projects together. It’s easier for them to collaborate on integrated platforms like Zulip without depending externally on Gmail or Hangout messengers.
The conversation there is fast, seamless, interactive, and fun. Teams can create purpose-driven streams on the messengers. So, each team member knows what type of message is to type and send in which stream for clarity in communication.
They can filter private chats and streams to look out for a particular conversation to close or take forward. HR systems make teams responsible to commit and communicate with these functionalities.
Talent acquisition and recruitment processes are gaining momentum with the commencement ofuKnowva HR software. Hiring managers and executives have tech-driven assistance there.
The software can parse CVs and send offer letters to chosen applicants in bulk (or at once).
HR managers can track real-time status and statistics about their published job openings and their responses. Tracking applicants and their interactions is easy and flawless using anHR management system.
Now recruitment engine tasks can be automated based on triggered actions and responses. It encourages senior HR managers to focus on talent development and management tasks.
Later, the system also provides help in shortlisting qualified candidates for a job opening. The vacancies can be published onto multiple career portals if HR managers allow the system to integrate.
Thus, it’s a time-and cost-saving function. HR managers can access all recruitment and talent acquisition statistics and analysis in the live dashboards. All those figures are in one interface or screen. So, they don’t have to go back and forth even on multiple tabs.
It makes the experience smoother for senior human resource professionals or CHROs. They can verify and overview if their recruitment engine is effective and in tandem with their job opening sources/channels.
If not, they can make necessary changes on the spot for removing/adding different job portals within a few clicks.
Businesses are driven to disrupt the market benchmarks as times andcompany culture are changing. Technology plays a significant part in it.
That’s where HR software becomes useful too. Because people management is a skill and function, HR managers cannot afford to be non-disciplined.
So, the role of the modern human resource professional is changing in the organisation as the HR tech advances. A CHRO can now become a strategic partner to the CEO for driving new sales, revenue, reach and investment in the firm.
TheseHRMS software solutions prove to digitally transform employee experience and engagement at every point or click. Each process from hire to retirement can be now automated to a certain extent.
CHROs get to focus more on the outward approach of the business. In contrast, HR persons can flawlessly manage and develop their hired talent with complete transparency and purposeful communication.
CEOs and CHROs overview instead of micromanaging their staff. They believe more in the workers.
This gives remote and hybrid workers confidence to break barriers and records. The loop of on-time reward and recognition also continues on the digitally disruptive and transforming technologies.
It overall enhances employee experience to new levels as internal branding strengthens.
A company culture reforms consistently with modernised HR software. There is no doubt here, as you have seen in the blog post above. Through these explanations, it’s clear how HR management brings positive and productive changes for the greater good.
For more information or a demo,connect with us here.
TheHR management system allows HRs to focus on where their requirement is urgent. In addition, teams can work together from any corner of the world using a dedicated HRMS like uKnowva. That’s just amongst a few waystechnology increases HR management efficiency.
However, read about them more below to better understand how HR technology can reimagine work culture.
HRs have to carry out multiple tasks daily, mundane, repetitive, and time-consuming. It could be checking their candidates’ application status, setting reminders for scheduled interviews, or sending out offer letters in bulk.
With anHRMS in the organisation, HRs get to automate such tedious or mundane tasks. Moreover, they focus on better tasks like talent management and development.
HRs can then focus on which hiring and recruiting channel is efficient or which is not. This study or research improves their recruitment processes too.
A uKnowva HRMS can help decipher efficiency reports on HRs’ behalf to save their time. This happens with the integration of the data registered in the software.
With an HR technology system in place, HRs can encourage their employees to co-create and collaborate. That is despite their working locations. For example, employees could work together on the cloud software that saves collaboration and follow-up time and cost.
High achievers can brainstorm promptly using HR management systems. That’s one of the ways an HRtechnology increases HR management efficiency. Because when employees work in tandem for completing projects, their mutual trust, respect, and care develop over time.
A work culture needs those emotions between employees to maintain harmony and foster more opportunities for greater collaboration.
Another way an HRtechnology increases HR management efficiency is through dedicated, on-cloud, and mobile-enabled payroll software. These features are already available in uKnowva HRMS at present.
With payroll software, calculating employees’ salaries is easy and less time-consuming. The employees’ basic pay data integrates with the salary slip generation module at the back end.
This way, HRs don’t invest long hours in calculating how much the company is liable to pay each employee. It is quite an effective system for companies working with 50 to 500+ employees at a stretch. Because manually calculating the salaries of these many employees is time-consuming. HRs won’t be working on other important employee management and talent acquisition tasks that way.
HR technology increases HR management efficiency by saving time and helping employees upgrade their knowledge.
HRs can train themselves and their staff online through a trusted HRMS. It obviously optimises time invested because online collaboration is easier. Training sessions could be held at one place and consumed by all employees working at various locations.
There is no requirement for each employee to step up to the office for training sessions. Plus, HRs can share important news, updates, and more shareable content online in an HRMS or Social Intranet platform.
This behaviour improves internal knowledge and bonding too. HRs don’t need to manually send a single learning material to each employee. Rather, they can upload the training schedule and module online on the software for different teams and staff to consume and learn.
Additionally, these training modules and webinars can be saved online. Once posted, the link will remain there permanently. Employees can access those certified learning modules, courses, and webinars at any time to reinforce their technical knowledge.
This way, HRs don’t need to impart technical and soft skills to their new and existing employees. Instead, they can share the link with every new person who joins in consuming it whenever they have time.
There is now less dependency on HRs for employees to learn, get oriented with the work culture, and upgrade their skill set.
Every step in the recruitment engine and talent acquisition can be online for more modern companies today. The entire HR task for hiring, onboarding, scheduling interviews, and reconfirming the follow-ups can be streamlined.
This also involves the easy job application procedure. HRs can easily use ATS (applicant tracking systems) to scan important keywords for preliminary screening. Even CV parsing and scheduling of interviews can be automated based on triggered actions from any end.
So, an HR technology helps HRs move the recruitment cycle faster and smoother, with more trust and accuracy.
Hiring managers can later write feedback on each candidate in the recruitment engine. This will provide a hiring ground for the next cycle of talent acquisition and onboarding processes.
Employee performance reports are necessary for gauging the right salary hike and promotional rewards to be bestowed on the selected employee.However, when a company is large or working with 50-500+ employees, managing these reports is a hassle for HRs.
Hiring managers cannot continuously depend on paperback or excel workbooks. Data fed there could be manipulated, miscalculated, and deleted by mistake/in negligence.
However, HR technology increases HR management efficiency and overcomes these issues as soon as possible. For example, when hiring managers use a PMS portal, they no longer depend on paperback or messy excel workbooks.
They can access any employee performance data on demand. So the insightful reports on employee performances will be real, updated, and regularised. That is also because employees themselves punch in and punch out of the system.
A PMS can make employees self-reliant. They don’t seek HRs to enter their project details regularly for filling their timesheets. So, hiring managers and reporting managers can validate their staff’s progress whenever required.
These reports can be shared with the management or other project heads for a 360-degree approval of appraisal. Later, these reports can be accessed anytime as long as the server hosts the system for the company.
AnHR technology improves HR management efficiency in more than 6 steps usually. But it depends on the company and the vision/work culture they follow.
However, the 6 steps mentioned above give an HR person a fair idea about the growing importance of technology in the HR world.
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Businesses expect HRs to excel every day with the advancement of technology. Their role is now more of a full-time manager for the talent they onboard. That’s one of the many key roles increasing theimportance of technology in HR management.
The software or tool an HR professional must use to manage their workforce must be dependable, reliable, empowering, and secure. This tool likeuKnowva HRMS must help them solve and execute complex or tedious HR tasks.
However, these are just a few examples ofHR technology for modern companies. To study its importance and the impact of its implementation, continue to read this blog.
Applicant Tracking Systems are now in wide and regular use when we talk about employee management software. This is a functionality each such tool must-have. It makes HRs job to screen potential candidates easier and quicker than before.
They set triggered actions in the system. For example, automatic reminders will be set. HRs would know the application status of each candidate. They can leave remarks for each registered candidate in theuKnowva recruitment and onboarding system.
Later, the analytics will be used. For example, it will screen and shortlist candidates depending on their remarks and previous application status. It could also depend on earlier aptitude test scores attempted and achieved by a candidate reapplying to the firm.
All in all, candidate data management is in one place. This could be useful to HRs when they want to maximise the potential of each hiring cycle for the company. And this system doesn’t require an investment of long person-hours either.
The growingimportance of technology in HR management also relates to the ease of posting jobs online. Powerful and agile tools like uKnowva HRMS assist HRs in posting jobs to their selected list of job posting websites.
The data of job postings is integrated with the third-party apps and sites on demand. So now HRs don’t have to post the same job vacancy on each website manually. All job postings get published on the required websites integrated with the recruitment engine.
Such HR technology examples are empowering. They lead to better employee hiring, onboarding, and talent acquisition episodes.
HR & technology are becoming two inseparable pairs. With the growingimportance of technology in HR management, recruiters can now automate their regular tasks like a pro.
There is an added advantage for HRs when using uKnowva HRMS – they access it anywhere and at any time. This ensures that HRs have full accessibility to automate their tedious health checks on employee management and acquisition.
They won’t be required to waste long hours anymore. Instead, focusing on more key performance indicators would be beneficial and useful for HRs because of this technology.
It also means that HRs are not missing or skipping their regular tasks. Instead, they get it done by using the HRMS without extra effort.
For example, they can access employee efficiency reports live from the dashboard on the PMS. Now, they don’t need to extensively calculate labours' hours manually in the excel workbook and waste hours.
Theimportance of HR technology is also getting the necessary limelight because of the empowered employee engagement levels in the organisations. Now teams can easily talk to each other over chatbots and messenger apps integrated in the HRMS instance of uKnowva.
This increases a team’s productivity and proficiency. They don’t waste hours in unproductive conversations. Rather, their communication remains to the point and transparent. Anyone from the team can access the Zulip chat box to put forward their queries.
Other team members get instant notifications of new messages on their mobile phones and operating systems. There is a buzzing sound for the notifications as well to alert the professionals who are working away from the keyboard.
This experience ensures that no communication gets delayed or missed. Therefore, projects have higher chances to be met and accomplished within the deadlines. As there is no chance or scope of miscommunication.
This is possible for every employee at any level in the firm. So employees at the bottom line can directly converse with the management using the chat messenger.
It shows the culture of inclusion and involvement. Therefore, each click gives employees a memorable and respectful experience.
The importance of technology in HR management impacts how HR professionals measure and monitor their talent’s efficiency levels. With the availability of live reports, it’s all the more possible now.
These reports are accessible by reporting managers and hiring managers at any time. The ultimate access to all analytics is with the admin of the system. Accessing these analytics reports on workforce performance could be coordinated based on roles and responsibilities.
These reports are accurate. That’s because the data entered in these reports for live dashboards is from the registered employee data.
There is no scope for human errors here. So whenever employees update their project details, attendance, and timesheets, their proficiency level impacts simultaneously.
Yet again, HR professionals and employees don’t have to depend on each other for gauging their projects and timesheets. Instead, employees can access their projects and leaves/attendance sheets themselves.
On the other hand, HRs can use insightful live reports to judge and measure a particular employee’s performance. They won’t have to solicit the employee every time they want to audit a system-generated report.
However, there are options in this HR technology or tool to regularise attendance and project hours. For this, the approval for final edits shall be with the admin, reporting manager, or the management.
In the 5 ways mentioned above,the importance of technology in HR management shall be pretty clear to new hiring managers. However, each company has its own policy to use different technologies for managing and developing talent.
Whatever may be the case, systems like uKnowva HRMS can streamline hire to retire HR tasks for hiring managers effectively.
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