U.S. employees do not like or need someone to speak for them. They really prefer not to have a middle-man/woman make their case. Their ideal would be to have direct access to the CEO, so they could share a piece of their mind –at least once in a while.
This contact gets increasingly difficult as businesses grow and that is a void that Human Resources anxiously fills. Human Resources claims to collect employee input and frame it for presentation to the CEO. HR earnestly tries but often fails to do just that.
Close the gap!
The self-service feature of HR software allows you to close that gap. Self-service HRIS lets employees connect by permitting them to take care of their own needs. It lets them link with the processes that fill their needs without going through layers of clerical contacts. Some of the benefits of self-service include:
- Processes employee everyday needs through hub or kiosk computers or through their own laptops and desktops at any time of the day or night, 24/7.
- Allows employees to report travel expenses, request vacation or leave, add beneficiaries, and more.
- Eliminates a great deal of paperwork for the employee and HR department.
- Significantly reduces HR staff work, filing and storage, and related costs.
- Speeds service to employee and data to responsible management.
Your HRIS provider will be as prepared as you are to format a plan and installation to company specific needs and preferences.
Empowers Employees
HRIS empowers employees to access an archive of their own personal information, including the amount of sick leave hours or vacation hours they have earned but not taken.
- Employees off-site and at-home workers can report all data as long as they can access the internet.
- They can make address changes, view their own hours and payroll, and schedule future leave.
- They can review performance evaluations and any signed documents.
- They can track their performance appraisals and request real-time status on the HR processes they have initiated.
- They accept accountability for the accuracy of their input.
Reduces employee concerns
Human Resources managers should not assume that by enabling employee access, the employees will resent the lack of personal interaction. The HRIS implementation does not create any problems that cannot be solved easily.
- Train employees during orientation. Make the idea of an HR portal fun and exciting. Deliver it as an innovation they can value.
- Enlist full and timely support from IT personnel in the event of downtime.
- Employees must have confidence in the HR software and know that it is infallible and fail-safe.
If a switch to HRIS is a new move for your business, such change always benefits from ample pre-notice and sequential training steps. Enlist and expect the support and expertise of the HRIS vendor to maximize the benefits of self-service HR software.
