An effective human resource department must leverage employee potential on behalf of the company. Such balance requires championing high performance that achieves the company’s mission, vision, strategy and goals.
From training and development to benefit updates, these moving parts are essential to having a happy and productive workforce. Tools that make these dynamics easier to navigate will strengthen your role in the organization.
One tool is an email notification system that makes sure employees and managers stay in the loop. You can configure email alerts for many tasks including:
- Reminders to employees and managers about upcoming performance reviews
- Professional certification renewals
- Employee return to work after FMLA
- Contract end dates for third-party vendors
- Probationary period review date
Automating reminders for a majority of everyday activities not only helps departments, but you can also run the HR department more efficiently. You eliminate late responses to critical functions and increase accuracy with accurate data.
Out with the Old, In with the New HR Model
Human resources management has clearly evolved over time. Old models required HR staff to serve as the go-between in an extremely regulated company. The atmosphere was unsustainable and limited HR’s role to policing the workforce.
Today, HR still has an active role in keeping organizations legally compliant. The difference now, however, that acting as a transactional-based department is no longer necessary. Effective HR is now an expert resource for managers and employees.
Staff continues to have a secondary administrative role that requires the use of strategies and software programs. These allow HR departments to maintain an active role with high-level concepts as well as administrative policies needed to run organizations.
Within that scope, communicating models, principles and policies with something as simple as email alerts is necessary.
This removes time-consuming manual operations. In other words, some aspects of your human resources department runs on autopilot. You and your staff have more time for implementing strategic plans.
Tactical Planning That Connects with Business Goals
While human resources management has more tools to automatically run some functions, some duties such as data collection cannot produce on its own. There are processes that need effective extraction, analysis and measurement before information is beneficial.
A reporting tool has organizational impact when it is uses to extract decision-making information. For instance, weekly reporting of attendance gives managers a visual of who seems to miss work the most.
The same data is beneficial for employees who might be concerned with the number of days they have left to plan doctor’s visits or to go on vacation.
Connected with reports to managers and employees is the company’s attendance policy. Managers can see if employees are approaching a policy violation. HR can notify managers when coaching is necessary.
Additionally, notifications can ensure consistent practices in administering policies to protect the employer if termination for excessive absences occurs. Fair and transparent policy execution keeps all department heads on the same page.
Besides absenteeism reporting, you can also run report options for:
- Time and attendance compared to labor projections
- Accrual time for vacation and sick leave
- Renewal dates for training courses
Other reports ad “what-if” scenarios can be employed on a based on company and/or department needs.
Build Valuable Weekly Reports
Generating customized reports can take on many forms. Keeping essential employee data, company policies and strategic goals in one place gives HR a powerful strategic position. From commonly imported data, managers receive:
- Management reports – department turnover rates, department budgets, attendance ratios, salary changes, accrual time, sick pay and employee work activity
- Absence reports – duration of federally regulated absences, cause of absences, costs per absence, yearly and quarterly breakdown, unauthorized absences
- Workflow reports – shows whether departments are hitting targets, if changes to assigned tasks are necessary
- Payroll cost reports – variation in salary plans, overtime costs, historical wage data, forecasts based on future labor needs
- Recruitment – schedule to fill open positions, total recruiting costs, sources to find potential candidates
- Training – courses, expiration dates, costs for enrollment, employees who should receive the training
- Timesheets – incomplete timesheets for payroll processing, pay summaries each period, excessive overtime
Keep Up with an Evolving Workforce
Efficient human resources management requires distributing up-to-the-minute information to employees and managers. Absent the pony express or courier service, your HR staff needs a reliable tool to deliver what helps to manage a quality workforce.
Employee and manager notification systems ensure relevant data is distributed on a timely basis. Records about coaching sessions and customer feedback are entered for use during performance reviews.
Having one centralized source to extract data delivers consistent information. This diminishes worries of duplicated information that leads to inaccurate reporting. Furthermore, reduced administration time raises HR’s profile throughout the company.