So it’s true that the workforce is constantly changing, as are government labor laws and payroll compliance. That’s normal and it’s good. Change is progress, right? But seriously, it’s enough to make an HR manager’s head spin!
Luckily, there are tools out there like HRMS software that have moved the HR department beyond the era of basic spreadsheets to a whole new age of smart and strategic management. The same software that HR executives use to monitor payroll, time off, employee benefits and so on, can also turn those administrators into lean, mean, HR intelligence machines.
Workforce metrics improve efficiency. Period. It’s that simple – being in the loop, having the know-what, helps with the know-how! Metrics help HR professionals apply the information to the entire company, which just naturally boosts the company’s return on employee investment. We love return on employee investment! Everyone loves a bigger bang for your buck, and I think that especially applies to employers with today’s fever of frugality and economization.
Software, in general, is a tool to help manage layers of information, but HRMS software is special. It can be (and whatever software you’re using should be) capable of handling databases of forms, lists of past and present employees, downloadable federal and state required posters, information on COBRA, HIPAA and FMLA benefits, the latest updates to labor laws and hiring tips. Of course with the all the richness such software offers, it doesn’t do much good if we don’t know how to use it. Going through training and scheduling supplementary refresher courses for HRMS software is a key aspect to getting the most out of the tool. You constantly encourage your employees to develop and improve their performance and job understanding, right? Why wouldn’t you do the same for yourself!
Employees and investors alike have forever complained – incorrectly, in my opinion – that what HR does is too cerebral, too abstract. But see, developing hard business analytics through management software can help defeat that complaint. By implementing and taking advantage of HRMS software tools, HR managers can step back, look at the big broad HR picture and keep everyone happy.
With the right training, HR managers can also get their employees on board. Self-service software programs puts some of the HR functions in the hands of workers, allowing the HR professionals to focus on training, strategy and development rather than spending all their time answering questions about forms or benefits balances.
Recently I read a stimulating story by Mary Foley of Inc. magazine that told the tale of a multi-national, 300-employee company that was able to run smoothly with just four HR employees – thanks to self-service HR software. HRMS software usually gives the option to add extra features, such as a COBRA tool that can help companies easily track former employees’ requests to extend workplace coverage, Foley writes.
The applications for HRMS software are endless, and the extension to the HR manager’s capabilities the software provides is like a bottomless glass of the most delicious merlot! But that’s only if an HR manager knows how to use the software to its full capacity. Training both yourself and your staff can lead to streamlined operations and a smarter, more intuitive department. You could be a whole team of lean, mean , intelligence machines!
So I ask you now, have you implemented HRMS software at your company? What has it done for you, how has it improved the way your HR department operates within the corporation? If you haven’t, what are you waiting for?