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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HR analytics can drive businesses to successful ventures and projects. They even win over competition and marketing using the data analysed and interpreted.
In fact, data analysis plays an important role in people operations and HR functions in any business.
Read the blog post to understand better howhuman resource analytics changes the way people run and move businesses. From here, its trends and challenges will surface and clarify your existing knowledge on the same.
HR analytics have higher scope to assist CHROs in predicting and analysing the failure in human resources planning. The live dashboards from theuKnowva HRMS are accessible to admins and HRs.
They can check which employee performs exceptionally well and who does not. From there, they draw an analysis of how many people might leave the firm in the next 6-12 months. It also shows how efficient a particular hiring channel has been for the firm.
Factors determining this analysis can be, not conform to:
Similar questions lead to a clear picture of an employee’s attitude and connection to the firm. From there, CHROs analyse if the chosen employee is becoming an asset for the firm or not.
While understanding “what is HR analytics”, know that it’s the data that HRs use drawn and visualised in the HRMS.
The data from the system also integrates with the performance management tool, if any is present in the firm. Otherwise, HRs can also uKnowva PMS along with the HRMS. The analysis related to the employees’ performance report is necessary.
From these reports, eachemployee’s performance justifies. There is transparency in knowing how many tasks the employee achieved in a given period. How many hours did a particular person invest in a project? And what was the result of the project or the task?
Later, reviewers, reporting managers, and approvers can rate and review employees for that project. Certain analyses draw out from these pieces of feedback too.
From there, it’s easy to know if the employee is fit for more challenging projects and tasks in the firm. Sohuman resource analytics plays a significant role in influencing how HRs and RMs work with their employees.
These decisions change and are reflected by the data analytics at every appraisal cycle. They want to know if their chosen subordinates or staff members are worthy of training and development.
If not, they will get down to the reason for their lower performances. The same can also be predicted from theHR analytics tool used by the firm. It could state out simple and most possible reasons for employees to feel demotivated and out of order.
For example, it could be because of not taking any leaves from work. Or, it could be because employees are working too late without getting reimbursed for their overtime.
Later, HR persons can rectify this mistake from their end of workforce management. If they take corrective actions on time, they can retain their top-performing employees.
Human resource professionals don’t have to hassle while drawing important analyses from one point to another. uKnowva HR analytics provides them a larger interface to configure and customise.
There, they can read and download any report they want to. Complete access is given to the admin, though. The analysis can be from other features like Social Intranet, network system, PMS, VB, projects and timesheets, payroll, and attendances.
It shows admins, CHROs, RMs, and human resource persons any data required for employee audits. That can be related to their participation in polls, surveys, and discussion forums.
They can also overview the number of suggestions received against a poll or survey to bring necessary changes in the workplace. Other than that, they can see what employees feel and how they are performing.
They can draw analysis from third-party apps like Zulip, Google Meet, Suite, etc. Third-party app integrations are available in uKnowva HRMS for asmoother employee journey.
Later, HRs and RMs can improve employee experience at every touchpoint using the data fromHR analytics. This practice is time-saving and invites more engagement in one interface by senior officials in the company.
Another reason for its growing importance is its accessibility and mobility. Seniors in a firm might need insightful reports at any given hour. With traditional and conventional software, that wasn’t always possible.
However, modernHR analytics tools are online and on the cloud. Your teams can access these reports merely with credentials. You have to have a stable network and mobile device to access and overview the reports demanded/needed.
Certain employee management, development, recruitment, and engagement decisions are made on the go. That’s possible when CHROs access these reports whenever they want to for final review and audits.
It shows there is no barrier to workflow automation and auditing regarding human resources planning and allocation. That’s an important task for reporting managers as well. From there, they learn which employee is the best fit for a complicated project and who is not.
"What isHR analytics?"is wondered about and asked by many new HR persons. But what piques interest levels more is the importance and need for human resource analytics in 2022 and beyond.
Hence, from the blog post above, it must be clear how it’s increasingly helping out CHROs to make strategic manpower decisions every day.
To know more about it, you have the option to search blog posts around it on uKnowva. It will help you make sound and educated HR decisions later for investing in the right HR tech like uKnowva.
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