Organisations are competing in an environment characterised by rapid digital disruption and emerging technologies. This is why it is vital for businesses to transform their operations through implementing agile and scalable solutions that allow them to remain ahead of the curve. In turn, this improves efficiency in the Human Resources function to positively impact business outcomes.
Forward thinking businesses understand the importance of building process efficiencies that enable employees to focus on tasks with high strategic and financial impact. When employees feel that their skills are being effectively utilised towards achieving broader business outcomes, they are motivated and engaged to perform better.
Statistics indicate that only 9 percent of Australian businesses are equipped with the knowledge of how to attain long-term commercial viability through the optimisation of their HR function.
Cloud-based HRIS: The future of work
Deloitte’s 2017 Global Human Capital Trends report revealed that an overwhelming majority of Australian HR professionals – driven by the need to increase retention rates – are primarily focused on improving employee experience to enhance workplace productivity.
Cloud-based HRIS solutions offer end-to-end capabilities that accelerate HR efficiency through digital automation. These low-no cost solutions allow organisations to improve the overall employee experience by streamlining and simplifying routine processes, and engaging the employee through personalisation and incentivisation; with a view to improve productivity and scale business growth.
Here are six ‘must-have’ features that organisations should seek in their HRIS solution:
Seamless digital onboarding
Every new hire’s initial days, weeks, and even months, are critical to both the employee and employer. How an organisation plans and executes its onboarding program has a long-term impact on employee confidence, performance and motivation to stay in the role.
Research indicates that employees who undergo a structured onboarding program are 60% more likely to continue with the same organisation for more than three years. Moreover, a well-planned and effective onboarding program has the capacity to boost employee engagement by 20%; in turn, enhancing productivity and improving retention.
Digital onboarding is an indispensable feature in present day HRIS solutions, allowing organisations to create and deliver a seamless, transparent and memorable experience for new employees.
Powerful and intuitive onboarding platforms offer organisations the ability to personalise the onboarding experience, whilst securing a structured, consistent and compliant process. Replacing a manual onboarding process with a digital journey, which facilitates completion of formalities within minutes, leaves a lasting impact upon new employees.
Continuous training and development
In order to remain on the front foot in a rapidly-evolving digital marketplace, future-thinking businesses are adopting an agile, proactive and always-on approach to training and development. Training and development are not simply relevant to an employee’s professional development, but provide the cornerstones for ongoing innovation and contribution in the workplace.
End-to-end solutions, such as Flare HR, enable the efficient delivery of learning and development modules. Flare HR’s centralised employee data management makes it effective for reporting managers to monitor training requirements and track the progress of its full-time and part-time staff, as well as those with flexible work arrangements.
Transparent performance review and feedback process
Employees value an open, transparent and continuous feedback mechanism. Not only is this conducive to improving their performance, but it also acts as a catalyst for creating an engaged and inclusive workplace.
Performance recognition and reviews impact an organisation’s ability to retain employees. The 2016 Deloitte Millennial Survey (Australia – Country report) emphasised that employees who were more satisfied with the recognition they received at work continued with the same organisation for a longer period of time.
Cloud HRIS platforms facilitate ease in the implementation and review of performance indicators, goals-setting and monitoring outcomes against KPIs. These platforms allow organisations to conduct 360-degree performance reviews, peer-to-peer reviews, and to monitor an employee’s progress via an intuitive interface that provides transparency.
Attendance and leave management
Organisations relying on manual timesheets to record employee attendance and leave are exposed to the risk of data errors, directly impacting salary payments. Employees, on the other hand, spend time maintaining manual records, and are subject to potential issues of delayed or inaccurate payments; causing undue stress and impacting their performance.
Automated HRIS platforms offer employers and employees the ability to maintain and review attendance and leave records, reducing the potential for error and ensuring salary payments are processed on time. These platforms also provide capabilities for effective resource and financial planning.
Integrated payroll management
Traditionally, HR departments manage employee data, whilst payroll departments execute salary payments. Issues around employee data security and privacy encourage organisations to maintain a boundary between these two functions.
However, HR and payroll management aren’t mutually exclusive. The flow of data from an employee’s HR records, such as contract type, salary, attendance & leave, promotion or termination determines its impact on her or his salary.
Enhanced employee rewards
Financial wellbeing enhances an employee’s sense of happiness, directly impacting their motivation to perform and engage at work. The 2016 Deloitte Millennial Survey results reinforced that employees who were satisfied with their salary and benefits package were more likely to stay with the same organisation for over five years.
It’s essential for employers to demonstrate the value of their remuneration packages, including salary, superannuation contributions and insurance; allowing employees to ascertain its impact upon long-term financial wellbeing.
Beyond the realm of mainstream HRIS solutions, Flare HR offers Financial Wellbeing services within its offering, designed to improve financial literacy.
An engaged workplace delivers stronger returns
Securing HR efficiency is at the core of nurturing an engaged and productive workplace. Selecting an optimal HRIS solution, with scalable and innovative features, is key to accelerating process capabilities, whilst enhancing employee satisfaction and scaling business growth.