Category: Human Resource Management Software

With a dire situation in the Covid-19 pandemic, even the top HR Leaders with strategic minds have their worlds rocked. As such, most professionals have resorted to reactionary thinking, which may help in the short term but detrimental in the long one. However, by observing key analytics and metrics of Covid-19, one can calculate and adjust to scenarios beforehand.

Data sets provide clarity and visibility in the pandemic fog, helping us visualize how our organizations are being impacted. A variety of options are available, one of which is to conduct a weekly survey asking employees about their wellbeing. This allows the Leaders to visualize on the worker’s level and help understand the dynamic with ease.

Further developed clients of HR measurements will be taking a gander at the essential ramifications for ability. For instance, in associations where no matter how you look at it staff compensation reductions have been suggested by the finance department, HR can use measurements to inspect various portions of the labor force, model the possible effect, and concoct conceivably more powerful arrangements. Certain fragments may warrant a higher cut while other, more weak portions might be given more modest compensation cuts. The shrewd utilization of HR information can point the route forward to more practical business activities as well as a re-visitation of success, setting aside cash however protecting the capacity to increase immediately when required. Read on to understand the types of data being requested by industry professionals:

Roles and Positions

An organizational design data is basic for both representative wellbeing and business continuity because it aids in monitoring where workers are and assist HR Leaders with a better understanding of the different variables in their company. As the world slowly progresses to get back to work, this will turn out to be considerably more important, as choices should be made about what jobs can be performed at home versus jobs that require the worker to join the office. For companies with local employees or remote workers worldwide, geographic data on workers is fundamental to monitor the situation with the pandemic in various areas and how government measures in that region control it. With remote workers being an integral part of businesses, managing their wellbeing and gathering data is considerably tougher, Peoplesonic helps bridge the gap by having the entire organization’s HR management under one umbrella making it easier to communicate and reach out to the stay at home employees. By analyzing data from across the different departments, HR Leaders can better understand which employee group possesses the skill level to operate in tandem with other departments without much training.

Budgeting

The usage of HR data and examination in circumstance, planning can play a vital part in budgeting decisions. Whether or not the workforce has expected to build on account of extended revenue for goods and services, or whether it has remained static or declined due to decreasing demand in the pandemic, HR Leaders need precise data about how much money is related to every decision being made, the automatic processing and payroll management with PeopleSonic makes this aspect less hectic. Employee’s pay, benefits, and cost data will play a vital role in those decisions and can easily be monitored with integrated HR software. Any company hoping to make employee reductions requires key data and analytics to rightfully judge which employees are essential going forward. Having data being delivered quickly and efficiently can help in this regard.

Staffing

Business change requires understanding where the organization remains as of now, what it may resemble during progress and what the ideal end state would achieve. HR investigation is a critical part of groundbreaking choices like cutting back the labor force or adding countless new specialists to deal with increased demand. As product and service delivery goes through colossal change – conceivably for an extended period of time – across multiple enterprises, HR Managers ought to inquire as to whether similar numbers of full-time employees are required. Could an expansion in the “gig economy” laborers, for example, workers for hire or specialists do the work without the need to build lasting staffing overheads?

Employee Wellbeing 

Following employee wellbeing and utilizing information to expect non-attendance spikes ought to be the base of any HR analytical work. Moreover, the HR information system (HRIS) ought to be the hub for information about employees, including emergency contact information and wellbeing-related information. Correspondence from HR about accessible help might be valuable for workers who are managing sickness or anguish issues in the wake of the pandemic, and the information gathered from staff studies and one-on-one connections from the manager can be used for personal or humane outreach.

Staff Retention

It might appear to be odd to focus on staff maintenance when reductions and job reconfigurations are normal survival strategies however knowing the workers at the most risk of compulsory turnover can be significant when making future arrangements. The correct information can assist you with figuring out which representatives are most in danger of leaving, and when this may happen. For instance, if past worker leave surveys have shown that an absence of professional development is a vital justification for why workers leave the organization. Maybe staff has not been taking yearly leave since the COVID-19 hit. On the off chance that yearly leave days are down, it could demonstrate workers are wavering nearer to burnout. A hop in representative turnover could be in transit.

Boosting employee engagement and tracking essential HR metrics with the help of advanced digital tools such as the complete HR management of PeopleSonic is the modern way to go! Such software allows you to work with your employees and focus more on their engagement and productivity whereas the automated functionality does the rest for you. Keeping employees engaged with an online learning curve will not only help the development of related skills but ease their workload, which are all signs of a healthy workspace and engaged employee!

With strategic and well-timed lockdowns in countries like New Zealand and Australia, many employers are welcoming employees back to their offices after many months of working from home. Although many restrictions have been lifted and the Covid-19 cases have dropped substantially, many employees still find it risky to join the workforce physically. There is always a potential risk amongst the pandemic, and with many members living with family putting their life on the line is something they would like to avoid. Employers, therefore, have to be considerate in this regard and work around the given scenario.

The hybrid workforce trend isn’t only affected by employee concerns regarding covid-19 but rather the flexibility offered from remote working is also a key factor. Many employees, therefore, prefer to work in this manner and would want to work like this for the foreseeable future.

HR Leaders should be aware of the hybrid model, and the potential challenges it brings along with it especially when considering employee engagement. Work may be completed from any remote area, however, creating an office-like atmosphere to keep all employees in the loop and fully engaged in hybrid discussion is something to be aware of. The HR has to be proactive on the matter to ensure the gap between the office team and remote workers. In this blog, we’ll discuss how to keep the employee engagement levels on a high with the hybrid workforce in mind.

 

1. Rewards and Recognition:
   Rewarding and appreciating your employees is always a must, however in a time where financial stability is shaky giving out monetary rewards may not be the ideal solution. However, appreciating and recognizing the employee’s efforts should never be taken lightly, especially in a hybrid workforce where a job well done may go unnoticed due to the physical absence of the employee. Appreciating them for their efforts as we do in person should be transferred over to the remote workers as well, giving out titles such as employee of the month or openly congratulating them in team communication channels.

2. Digital Learning:
   Keeping a constant check on remote workers is key for any HR Leader, keeping them in the loop and given the same respect as the in-house employees. Therefore Learning and Development opportunities shouldn’t be compromised, but rather be accommodated in a manner that doesn’t make the remote workers feel left out. Developing an L&D program that caters to both types of employees in the hybrid workforce will be a key aspect for the HR Leaders. Opting for e-Learning or digital learning modules for the continuity of L&D will prove to be the right choice. e-Learning modules are easily accessible and can be easily set up, providing the best solution to the problem.

3. Proactive communication:
   During the lockdown, when all employees and other staff members worked remotely a greater emphasis was put on communication with constant updates in communication channels as well as multiple updates daily to keep everyone in the loop. However, with the ease in restrictions and open offices, communication has fallen off from what it was. The hybrid workforce demands the same level of commitment to keep communication effective during these times, with the help of Slack multiple channels can be created to accommodate both sets of employees. Similarly having discussions via video call or conferencing can help bridge the gap between the employees.

4. Develop managers to adapt to the hybrid workforce:
   Modern problems require modern solutions, and a relatively new hybrid workforce requires newly upskilled managers to cope with this new age of working. The quality of managers during the quickly changing digital era is critical for leaders to support and engage with their teams. Tasks such as goal priority, team meetings, and employee check-ins should be included in this new upskilling of managers to ensure both in-house and remote workers are kept productive and on track. Similarly to managers, HR Leaders should learn more about the pros and cons of a hybrid workforce in order to stay on top of any potential issue that may arise.

5. Align learning to strategic business priorities:
   After COVID-19, talent will heavily be relied on to help rebuild organizations. Expanding into new markets and territories to meet consumer demands. Therefore, aligning training with the most important business priorities is key. Relevant learning in line with business priorities will help HR Leaders identify which programs check all the boxes. In addition, in a distributed environment, ensuring that all employees work towards the same goal will help the team gel better together, something which has never been more important than in a hybrid workforce environment.

Boosting employee engagement in a hybrid workforce with the help of advanced digital tools such as the complete HR management of PeopleSonic is the modern way to go! Such software allows you to work with your employees and focus more on their engagement and productivity whereas the automated functionality does the rest for you. Keeping employees engaged with an online learning curve will not only help the development of related skills but ease their workload, which are all signs of a healthy workspace and engaged employee!

We reside in the modern world where consequential approaches aren’t enough to differentiate between businesses. In the year 2021, heading forward without a strategic HR  approach is completely void. Companies require more on HR planning as opposed to transactional HR in a constantly changing and disrupted world.

The new approach revolving around strategic HR extends beyond the office cubicles and administration processes. Adopting this strategy means you’ll have to shift into a modern and future-oriented business that focuses on achieving its set HR and company goals.

 

Strategic HR: A work in progress?

The strategic HR approach is fairly dependent on the visionary mindset, having clear and set goals to work towards. Without these basics, the new approach may crumble.

Having clarity within your company goals as well as HR goals is the first base you’ll need to set. A solid method to set or highlight your goals would be to work from the top-down and from the past retroactively. This helps in visualizing what needs to be prioritized, what skills need to be implemented, and who needs to be hired to effectively reach the goal. Having it all laid out and planned will let you backtrack from the end result and possibly remove any hurdles from the get-go.

Nonetheless, upon classifying and identifying the required resources, working towards the vision requires thorough research and analysis of a variety of aspects such as behavior, skills, and knowledge within the company walls. Rectifying these aspects will help measure and align them with the set path, or help understand where you fall short of the vision.

 

Being an HR Professional and developing a strategic mindset

As an HR Professional being versatile as a manager and companion to the employees isn’t enough, you’ll also have to develop a strategic mindset and be able to think outside the box. The top-level HR Professionals will analyze the current situation, and align it with whatever the business is trying to achieve.

Although to the contrary belief that creative and strategic thinking are natural, our minds can easily be honed to produce similar results. Those looking to improve on such skills can follow these tips for strategic thinking:

 

• Gain knowledge from inside the business as well as outside
• Learn from your network/PR and be open to advise from other professionals
• Ask for feedback to rectify mistakes
• Be open to change, and mold your work in regards to feedback/criticism
• Proactively work towards the identified company goals, even with small tasks

These will help you open your mind towards strategic planning and help you adapt as an HR Professional. 

Shifting the business to a strategic HR

To effectively proceed in this transition from a transactional HR approach to a modern Strategic Approach the only key factor you’ll need is an open mindset geared towards growth. This will tie in seamlessly with the vision you have set for the company. Even for experienced HR Professionals adjusting to and adhering to newly established goals is a challenge, as with the company changes each department and aspect will shift along with it proving to be a crucial weight on the HR’s shoulder.

Being future-oriented will require quick adaptation to the world, as well as sheer commitment from the employees and teams to strive for the top spot in the competitive market. Such a drastic transition will require assistance and for that PeopleSonic will tie in perfectly with the ongoing mayhem. PeopleSonic encapsulates and delves into all departments in one form or another, especially in the management side of things as the HR team now has a free and open role during the shift to a Strategic HR. Aspects such as Payroll, Leaves, Liabilities, Management, Attendance, Timing, Core HR processes, and detailed analytics will help ensure the business runs smoothly and as efficiently as possible.

Boosting employee engagement and running advanced HR systems with the help of advanced digital tools and a cost-optimized payment plan such as the complete HR management of PeopleSonic is the modern way to go! Such software allows you to work with your employees and focus more on their engagement and productivity whereas the automated functionality does the rest for you. Keeping employees engaged with an online learning curve will not only help the development of related skills but ease their workload, which are all signs of a healthy workspace and engaged employee!

With the rise and spread of the novel Corona Virus, the globe faced an economic decline. The aftershock of the pandemic is still in action as many organizations and businesses are cutting down costs to stay afloat. Therefore downsizing and scrapping projects is an executive decision business leaders often tend to make, this does come at the price of discarding potentially valuable ideas to cut costs. 

Though straight up removing an idea or ongoing project may reduce costs initially, it often scraps investment of both time and money with it. Instead of eradicating a running program, a wiser option would be to optimize your budget according to your expenditure and cost. The goal is to ultimately find balance in the books and maintain the business growth, by taking the cost optimization route this is easily achieved without altering any long-term business plans.

Working around your finances and optimizing your costs can be achieved in a variety of ways, here you can follow 5 effective strategies to get you on your way. 

 

Aligning Short Term Business with Long Term Value:

Alongside the global shift, business models have also kept up with the times, and working remotely is the new norm. Therefore organizations that successfully adapted to this transition have handled the market pressure with ease, this short-term shift is the result of a few things. Functioning as a digital yet functional team, which means hiring mixed personals in each department to accommodate wage bill leniency. Full-time and Part-time employees will not only maximize the output required but sufficiently reduce salary costs, the same can be said about one-off contracts with freelancers which can be tied into planned or running projects. This creates an adaptive workforce and maximizes the division of work upheld by an employee.

Re-work remuneration and benefits:

Hard-workers and deserving employees should always be presented with bonuses and benefits which is a reflection of their commitment, that said, creating a complex compensation or incentive plan may help the cost-cutting cause. A model built around employee tracking and work metrics would be the ideal yet flexible cost optimization technique. The correct performance and data analysis of employees, in line with a refined compensation plan, will help evaluate the deserving candidates efficiently, which works entirely off of the return on investment concept.

Redefine Processes for efficient and effective service delivery:

For an efficient and effective system to be laid out, most if not all kinks need to be ironed out to ensure consistent performance. In terms of direct business, whatever metric gets measured is the one that gets managed. Therefore successful businesses will opt to test their HR departments’ procedures to eradicate performance loss and overall financial waste. Responsibilities to ensure SOP’s and system rules are divided along the hierarchy from the

Stakeholders and Managers to the bottom level employees. Similarly, input from the users and customers brings a new field of view to be worked on.

Re-examine Cost Optimization within HR Service Delivery Systems: 

Organizations existing on an expired or old model may be experiencing success, however new room for growth amongst shared HR service models is minimal which reduces areas to optimize cost savings. Having a standard and consistent system not only simplifies the tangle of commands but rather opens up an opportunity for cost-effective techniques as well. A key example would be the recruiting process, where each organization tweaks the set standard to accommodate hiring employees by their needs, however, this constant updating and tweaking lengthens the process revealing a completely different sub-process as a result. A solution would be to unite similar processes which can be utilized to create an efficient and set model for Service Delivery.

Review HR Technology:

As teams and organizations expand so do their HR systems. The sheer burden and size of ever-growing HR needs are met by HR technology which simplifies the processes to improve efficiency and performance. However such systems come at high or unconventional pricing schemes which may not cater to all business models. Monitoring the effectiveness of the system in place is vital for HR leaders to understand and pick out. Underutilized systems or add-ons should be removed to boost the cost optimization and invest the sum in other departments which are ensured to thrive.

Boosting employee engagement and running advanced HR systems with the help of advanced digital tools and a cost-optimized payment plan such as the complete HR management of PeopleSonic is the modern way to go! Such software allows you to work with your employees and focus more on their engagement and productivity whereas the automated functionality does the rest for you. Keeping employees engaged with an online learning curve will not only help the development of related skills but ease their workload, which are all signs of a healthy workspace and engaged employee!

It is no secret that the advancement of technology in this era has boosted productivity, efficiency, and engagement to new heights. By gradually integrating technology and future advancements into our workflow, our growth in almost every sector has grown exponentially and cut down time consumption drastically. 

With the help of technology at our disposal, communication and management as a whole has been highly productive. Employees are able to attend online meetings, access various tools, digitize their data, and have a seamless connection to their work irrespective of their location. The automation of most tasks has therefore decreased the burden on employees’ shoulders while enabling them to work sufficiently by putting out maximum efficiency which directly allows a business to compete at a greater scale.

With the current pandemic situation around the globe, more emphasis has been put on remote and digital work. Thankfully with the current advancement of technology we are able to compute our workstreams rather efficiently from home. Therefore a business that lacks the available technology or hasn’t transitioned in time may struggle during this period.

Similarly, employees which lack the understanding or are intimidated by this transition may prove to a liability than a worthy asset to an organization, therefore enabling them to open up to the digital world will not only be useful for a company’s growth rather the growth of an individual as well! Here are 4 ways you can gear your employees towards technology.

 

Create an Adaptive environment:

As with the current change in the workplace environment, creating an immersive experience online may be tricky especially if the employee base isn’t tech-savvy or prefers to work without much influence of technology. Therefore building around the emphasis of transitioning to the modern work methodology is key to revitalizing your business during this period.

It is important that leaders and the management not only convey this effectively but create a culture that plants the seed for a progressive and adaptive environment. Being able to switch and adapt to new ways is an essential part of the modern world, as employees are required to be versatile to match the demands set by society.

Therefore creating a base or platform where employees can build their flow towards technology and be less intimidated by its usage should be implemented, technology should be perceived as a tool rather than an option. With decent exposure, the heads will surely turn in favor of technology 

 

Present functional and user-friendly technology:

As mentioned in the previous pointer, opening up and presenting the usefulness of the available technological tools will help employees engage. Showcasing the benefits and total outcomes will provide them with a cushion to work with more freedom as well as ease. Opting to adopt user-friendly software etc will help the employees visually feel focused rather than having software that is clustered with information and analytics, keeping it simple is the definite way to go. Presenting technology that is a hassle to use or provides a broad learning curve will intimidate the users and may even be met with resistance on their part. Employers must therefore be careful to not introduce such technology into the workstream as this will create a feeling of discomfort amongst the employees and later be pinned back at the business.

Introducing new technologies should never be barred, but carefully picking which ones actually serve a purpose and provide the necessary tools for the team should be chosen. This selection process will remove any kinks and streamline the functionality and purpose of using such technology in the office.

 

Smooth Transition:

From an employer’s point of view, pushing their workforce to adopt a new piece of technology is not only a bad moral decision but a terrible business one as well. Putting anyone in an uncomfortable environment will create unease and may stunt their performance, therefore offering a complete course on the new technology being introduced as well as constant support to adapt to something new is the go-to method.

This also carries forward onto how the employees are approached during their training period, as a team consists of different mindsets and abilities providing a single solution to encapsulate each individual is not possible. Providing levels to their training will help distinguish which employees may need more help during the transition whereas others may be capable enough to adapt sooner. Tech-savvy employees may grasp the new technology based on a few online sessions/tutorials, but the same cannot be said for others. Providing a hands-on approach may be the solution in that case.

As a chain is as strong as its weakest link, ironing out the kinks by implementing a smooth transition period during a shift of technology will make the employees feel confident and in return reap a higher performance output for the company.

 

Implement technology in a beneficial manner or with an incentive:

The current economic standards of an average company may not be suited for direct incentives for adopting new technologies, however, incentivizing or providing a monetary reward for their hard work shouldn’t be eradicated completely.

Providing monetary rewards isn’t the only tactic you may use to engage your employees, creating a positive and supportive work culture may just be what you need. Providing a sense of accomplishment with positive feedback and a firm pat on the back shows the employee his work did not go unnoticed and motivates the others to work towards the same achievement. Recognition for similar abilities may seem like a small step but provided with collective appreciation, can bring a vast change. The newly implemented technology will also provide employees the opportunity to enhance their skillset and polish their abilities, which could further develop them into a higher role provided they keep it consistent. Indirectly proving to be a positive and effective method.

Boosting employee engagement with the help of advanced digital tools such as the complete HR management of PeopleSonic is the modern way to go! Such software allows you to work with your employees and focus more on their engagement and productivity whereas the automated functionality does the rest for you. Keeping employees engaged with an online learning curve will not only help the development of related skills but ease their workload, which are all signs of a healthy workspace and engaged employee!