Everyone has their own personal goals or ‘resolutions’ for the coming year but what resolutions can organisations make when it comes to HR tech?
The past two years have seen a dramatic change in the way we work and the way HR and payroll teams have to operate, with new processes and systems having to be adopted quickly to accommodate the new working world.
From all the learnings we have had over the past year, how can we get off to the best start in 2022 and what resolutions can organisations make to improve HRIS and payroll processes?
Digitise HRIS and payroll processes
Some organisations may have started this journey voluntarily while some were forced to digitise their HRIS and payroll processes quickly as a result of the COVID-19 pandemic and the quick changes to hybrid and flexible working.
Digitising HR and payroll doesn’t mean moving from paper to spreadsheets, it means selecting and implementing a cloud solution that offers great benefits to businesses and their employees.
By digitising HRIS and payroll, it allows you to improve the employee experience, offer self-service tools, use data and analytics to make accurate decisions and futureproofs your business.
Automate HRIS and payroll processes
Use your HRIS and payroll software to automate repetitive and time-consuming tasks. Tasks such as onboarding, payroll and timekeeping can all be automated with most HR technologies available.
This frees your HR employees to focus on more strategic tasks that are more valuable to your organisations and employees.
The next step from automation is artificial intelligence (AI); providing detailed analytics which make it easy to base your choices on measurable data.
In payroll, Robotic Process Automation (RPA) is having a positive impact on payroll processing, eliminating the need for manual intervention with payroll continually processing in real-time with built-in exceptions.
Integrate HRIS, payroll and other systems
Many software vendors have added new modules and are starting to provide an all-in-one solution but is there really a HRIS or payroll provider that can do it all?
Integrating all systems to do with managing your people allows them to work effectively together for the best results.
Involve employees from early on to maximise system adoption
For any system, adoption is key. You don’t want to spend valuable time implementing a HRIS that you think is brilliant for employees for it to never be utilised as they see it as just another piece of software they have to remember a login for.
User experience should be at the centre of any HR technologies and end users should be involved in every step from design to implementation and use to ensure they feel a part of this decision and exciting new changes.
Utilise HRIS and payroll technologies to focus on employee wellbeing
The past two years has seen a change in how employers respond to their employees wellbeing, whether it is physical, mental or financial.
No longer is wellbeing a tick box exercise to ensure employees are physically able to do their jobs, but employers have realised they need to take ownership of the mental and financial side of wellbeing too.
There are many technologies that can help to facilitate a healthier and happier workforce. Collecting feedback from employees can provide valuable insights into how your workforce is feeling and the you can ensure confidentiality
Many organisations have noticed when it comes to wellbeing, it is not a one size fits all approach, as everyone’s needs are different. Using technology to provide a personalised experience and offering makes employees feel recognised and cared for.
