What HR functions can and should be automated?
Practically every function, if you have your HR needs clearly mapped out. If management is about getting the right tasks done by the right people for the right price and time, managing human resources was never easy, although it’s become slightly less complex with the availability of various software tools.
But the big question now is - with the glut of HR tech tools available in the market – which one should you choose and for what purpose?
Various Kinds of HR Software Packages
Competency Mapping & Management: Assigning square pegs to square holes, and if there is a mismatch between role and competency, suggesting training programs that would bridge this gap.
Record-keeping and Attendance: Earlier, the HR relied heavily on spreadsheets and clock cards. These days, key personnel information, such as contact details, holiday lists, etc, can be stored in a central, easily accessible location. Latest biometric systems also make time-keeping a simple, error-free task used to track the number of hours clocked by individual workers.
Training: Made possible through distance learning, across geographies. Facilitating personal career development through enterprise learning across the organization is also the key to retaining talent.
Recruiting: Let's have human resources create a database to track resumes and job applicants. Let's have human resources create a database to track resumes and job applicants. Newer systems also mine the Internet for job prospects and can integrate with modern platforms to conduct a thorough background check on potential candidates.
Retirement Administration: Software that allows employees to track their retirement or pension savings, even access real-time links to contractual transactions.
Knowledge Management: Provide a slew of sophisticated software tools to document knowledge, pool, and share this information.
Business Intelligence, Executive Information Systems, and Decision Support Systems: Provide sophisticated analytical capabilities to make sense of all kinds of databases.
Human Resources Management System (HRMS): Centralized record keeping and transaction processing with self-serve features (delivered over intranet) and embedded workflow.
Compensation and Benefits Planning: Software that enables HR to match compensation with benefits based on regular performance reviews.
Payroll administration and management: Manages the entire payroll process, including regulations, tax deductions.
Automation is the Key
Put simply, integrated HR software solutions attempt to:
Free up your HR administration time
Automate mundane tasks
Improve communication across work platforms
Streamline reporting requirements
Strengthen your recruitment process
Provide faster and easier access to up-to-date employee data
Identify employee skill and competency gaps, and
Help implement strategies to improve performance
Build knowledge pools and KM tribes
Make your software selection process a success by understanding what your needs, expectations, and technical competencies are to satisfy your business requirements. A good way to go about choosing the right software is:
Determine your business needs and requirements, as well as budgetary considerations
Research the available software packages within your price range and request demos on each package
Test the software against your company's requirements
Ask tough questions about the software, support, implementation, and pricing
Finally, make your choice
Given SMEs' present focus on maximization of ROI (Return on Investment) and cost reduction, the question is no longer whether to automate or not, but rather, when, what, and how much to automate to stay efficient during a turbulent period.
