With continued COVID-19 restrictions in place, we have to accept that the world of work may be changing for some time still. However, business decisions still need to be made and reviewed frequently, often with some urgency.
The only way to do this well is to have visibility of the status of the workforce at any given time. This would be impossible using manual processes and for organizations with a complex assortment of systems. It is also unworkable to do without up to date records.
According to Gartner, currently only 19% of HR leaders can confidently say that their workforce can effectively change direction based on changing needs or priorities – let alone in an emergency situation.
Why? This is because standard HR systems are not designed with people in mind.
The solution is to introduce self-service HR, a process on digital HR platforms such as SAP SuccessFactors and Workday.
The only way to engage well with your 21st century workforce is to provide 21st century technology. In other words, this means putting applications in the cloud and providing always-on access. This creates big bank of data as a result.
By combining information rich HR and payroll data with analytics and artificial intelligence, HR leaders can work closely with business leaders to make data-led decisions.
This elevation of the HR function has not gone unnoticed and HR leaders are increasingly playing a leading role in overall business decision making.
Self-service HRIS allows employees to access and make changes to their own personal information including;
Personal information -Employees can update personal information
Payroll data -Salary summary, pay slips, tax deduction certificates
Benefits and rewards – Benefit enrolment
Expenses – Managing and submitting expenses
Time and attendance – Timesheet logging and access to shifts
Time off – Holiday and sick leave records
Company handbook – Access to company policies and procedures
Performance appraisals – Continuous performance management
Learning and development – Access to course attendance and learning options
HR self-service software puts individuals in control of their employee related administration, traditionally managed by HR teams. The portal is usually part of a larger HR information system, such as those from SuccessFactors or Workday. For many organizations self-service is now in standard use.
As a result of this self-ownership, completion and accuracy rates tend to be higher than using standard HR admin processes.
Self-service HR also streamlines all HR functions into the HRIS. Consequently, this creates a single point of access to all employee’s records including payroll and learning and development.
For the business this is good. This standardized, companywide data can be analysed and modelled for highly accurate business planning.
Our whitepaper HR trends in 2021 – Your guide to HR self-service goes into more detail. It can help you and other HR leaders build the business case for digital HR and importantly, self-service HR in your organization in spite of COVID-19.
Information on digital HR and your journey to a modern HR function can be found here.