Human Resources Information Systems will relieve Human Resource management of its administrative burden. That’s a given! If, however, you find that your staff does not know what to do next, you have only changed the problem. Once HRIS frees you to pursue new strategies, you have to empower your HR team anew. Here are 3 ways empowerment makes you a better HR executive.
1. Share the freedom:
You cannot sell strategies to your c-suite peers until you have upgraded your own team. And, this means a lot more than reorganizing their admin duties. HRIS affords you the time and opportunity to rediscover and redirect your team.
- Your staff must be current on laws, policy, and compliance. You cannot assume their comprehensive grasp on current issues, and they deserve some sustained and continuing education.
- You multiply your influence by meeting regularly to seek, process, and implement team feedback in a no-fear, okay-to-fail atmosphere.
- You make points as a mentor and leader who provides critical information, especially if you offer that information in advance of crisis and public awareness. A weekly meeting focused on HR relevance rather than office functions will educate and engage.
2. Redefine roles:
HRIS can change everyone’s job, you’ll need to restructure your office and workflow. Staff accountabilities must realign and retarget. As HRIS automates functions, your team needs direction and support in their new roles.
- You must position yourself as their best resource for information, policy, and function. With HRIS in place, the staff needs new information and direction as to its use, security, and distribution.
- You have to look at yourself from their perspective. They are looking for leadership in a new situation. Pursuing more of the “same old” at a different pace or with a different language is not enough. They need clear direction on how to connect the “new way” with core values and corporate end goals.
3. Step aside:
After you have thoroughly transitioned to your HRIS operations, you want to make room for staff to find and master their new tasks. Your trust in their independence helps turn responsibility into accountability.
- You will structure events, meetings, and training to shift their focus and work habits. HRIS gives them more time, too – so it’s up to you to channel that time.
- You want to introduce clear and achievable metrics geared to self-improvement, self-discovery, and self-direction. It’s your job to link employee performance with new departmental objectives.
You see, some managers view HRIS as just another packaged software program or proprietary IT system. In fact, it really belongs at the center of HR management strategy, and is the key to open new futures for management and HR staff. Do not diminish “empowerment” as “permission.” You empower when you enable, share, and offer.
A recent thorough report prepared by The Cranfield Network on International Human Resource Management (CRANET), The Center for International Human Resource Studies (CIHRS) at Pennsylvania State University, and the Society for Human Resource Management (SHRM) finds “clear delineation of responsibilities may also be related to the dominance of technology-based systems that allow more discrete allocation of roles.”
With the reported 83% of firms using some HRIS or HRM system, something should change in HR management operations. However, unless and until Human Resource management grasps and employs the opportunity this presents for staff empowerment, the return on investment is not what it could be.
Works Cited
Farndale, E. V. (2014/2015). Human Resource Management Policies and Practices in the United States. SHRM. Retrieved October 10, 2015, from http://www.shrm.org/Research/SurveyFindings/Documents/Cranet%20Report-HR%20Management%20Policies%20and%20Practices_Final.pdf
