HR technology has evolved over the past few decades allowing the industry to meet organizational goals with efficiency. One of the primary factors behind this success is software systems that allow companies to manage workforce data. Depending on the type of HR information system that is employed in daily operations, HR staff can manage corrective actions, recruitment data, payroll, compensation and benefits. The streamlined functions make it easy to retrieve employee information from various HR divisions when needed. Listed below are four HR technologies that have been instrumental in helping HR generate desired outcomes.
Human Resources Information System (HRIS)
This system provides IT support that HR departments need to maintain data flow and security for stored data. The utilization of HRIS increases collaboration among HR divisions. Payroll can verify employees’ benefit and compensation information to ensure that the correct pay rate is being distributed. HRIS systems also provide management platforms for timekeeping records and recruitment data. HRIS systems offer the expansive electronic storage space that can accommodate organizations with large and small workforces. If desired, HRIS systems can be configured to allow employees to use the system to view their profiles, change contact information, and select benefit packages. Some of the popular HRIS software systems chosen by many organizations include PeopleSoft, Kronos, ClearCompany, PayFocus, and Ascentis.
This HR technology assist recruiters with new hire processing. Recruiters can utilize features such as I-9 verification and new hire orientation portals. These tools are essential in ensuring that new employees have the information they need to have a successful career. This information may include an overview of company policies, department rules, benefit enrollment information, direct deposit, and time and attendance instructions. This multifunction platform also makes it convenient for recruiters to track new hire progress to ensure that all forms are completed in a timely manner.
Reporting software provides detailed statistical information about employee performance, turnover rates, and other workforce data. The ability to analyze data to determine which strategies need to implemented to improve work performance and employee morale is one of the main benefits of this type of software. There are other many benefits of using HR reporting tools and other types of software that help support your business. Acquiring an analytics program that is compatible with a variety of HRIS systems is the best option to integrate in daily operations.
When it comes to managing workforce compensation, HR can gain a significant amount of positive results from a system that can be configured to fulfill organizational goals. For example, HRsoft is a software which can be used for planning budgets and customizing automated notifications. This software allows compensation professionals to assess goal progress to ensure that funds are allocated accurately.
Maximizing HR Processes
Since HR is one of the main supporting units of an organization, technologies with streamline functions should be implemented. The manpower that is generated from HR technology increases efficiency and meet reporting deadlines. Many software platforms offer mobile technology, allowing recruiting efforts to target those within close proximity of an employer. This technology also allows HR staff to work remotely. Social media also provides platforms that HR can use to recruit new candidates and connect with employees about performance goals.
HR technology not only equips HRM with the tools needed to recruit and retain workforces, but empowers this division with the skills to develop new strategies to keep up with organizational demands. The function of the HR department is more than processing paperwork. HR has now become an integral player in helping companies stay competitive in the business industry. The electronic back up systems can help reduce time and money by increasing productivity. The growth of organizations not only depends on the keen insight of leaders who can devise plans, but on technical systems that can handle the influx of data and reporting.