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!

As the pandemic and lockdown around the globe draw to hold, we are finally able to see some clarity into the post-pandemic life. Business owners and HR leaders look forward to adapting themselves and their employees from recovery and onto the work field. Most firms are rebuilding from the ground up whereas others shifted to a platform to keep things running. The management and owners of such businesses now rely on hard work and determination to bring their organizations to the previous standings, yet individual talents in this regard cannot be overlooked.

Utilizing the pre-covid format and skillsets in the post-pandemic world will definitely prove to be a hassle. HR leaders and Firms are in the race to upload versatile minds and workers into their newly planned systems. Making a higher demand for skilled, capable and tactical minds in this new revolution to uprise businesses. With the current workforce, however, a few key changes are due to be implemented to tackle this change. Here are the top 5 HR skills your organization needs to rebuild itself.

Agility: 

Improvise, adapt, and overcome, the key pointers associated with survival which perfectly tie in with the current struggles of upholding a business during a pandemic. Being ready to be agile to whatever the world throws at you, gives you a significant advantage in the business world. Business owners and management should look into being agile when it comes to recovering from the pandemic as well as shifting from platform to platform. Having certain HR tools such as PeopleSonic at your disposal allows HR leaders to make an educated workforce and future planning decisions.

Change Management/Communication: 

Being agile to change is one thing, and managing throughout the change transition period is another. Both are vital and go hand in hand during such recovery periods. The management should be at the forefront of change, leading and planing from the frontline to accommodate their workers’ mobility throughout the process. Communication is the pivot that determines the pace and effectiveness of the procedure. Keeping employees aware of strategical and tactical changes will allow for a clean shift in gear. Thorough and detailed briefs followed by constant updates through a well-communicated medium will surely keep the bearings turning smoothly.

Managing wellbeing/safety: 

Your employees and the environment that surrounds them are key components in the success of a company. Many wrongly believe that intense work practices and having a constantly pressurized environment keep employees on their feet. This couldn’t be further from the truth, as they are the entire driving force of an organization so ultimately keeping their wellbeing and psychological safety in check is a priority. Post pandemic concerns are definitely not off the table yet as lingering viruses are still present, so constructing a healthy ambiance is necessary.

Strategic Workforce Planning: 

Workforce and planning without a strategy in play that too during a recovery/building phase is an obtuse decision. Having a set tactical plan set for the future is imperative. Strategic Workforce Planning covers employee experiences, development of roles, succession planning, and scenario strategies. Being prepared for different obstacles and crisis are condemnable, but planning to prevent such events from happening are far superior. Businesses that opt for such an approach are known to have a strong HR approach while grasping every opportunity given.

Compliance: 

Tackling the typical HR tasks during a pandemic proved to be strenuous, with constant evolvements and law changes, the constant updates did not help the situation. Therefore using and ultimately shifting to HR Software is the move for the post-pandemic agenda. Allowing for such tools to relieve time by handling tasks such as payroll, performance management, time management, and the core HR functionality is the goal. HR teams need to be compliant, whilst maintaining their time management will dedicate and open up further growth possibilities.

 

How brands, businesses, and organizations tackle the recovery period will ultimately define and streamline their efforts in achieving success. Therefore being compliant and orchestrating changes are the signs of a competent HR leader, who develops their own skills and aids the workforce to thrive.

Employee Self Service or ESS for short is a feature integrated into all modern HR software. ESS allows access to a string of data regarding HR, personal data, and such related information. The key highlight of ESS is in its name, Employee Self Service, the data which would otherwise need an HR representative to maintain, is now in the hands of each employee, at least their own data due to obvious privacy concerns. This simple yet highly effective move saves on precious resources such as time and money. Some companies are heavily invested in the idea whereas some may not prefer it due to the size and nature of their own. 

ESS is not only for employees but for the management as well, as MSS or Management Self Service is often linked and incorporated within the ESS. This often refers to Managers overlooking and aiding employee matters that were needed, but more importantly, having an administrator to handle any situation. The link between the hierarchy is, therefore, kept intact much like the integration between the ESS and your HR software.

It is already integrated into the HR systems and requires no extra fiddling around on the back-end. Usually, such self-service portals are under the HR department’s supervision but for greater efficiency, personal log-ins are assigned to the employees. Still, seem a little unconvincing to you? The following host of features will surely provide the clarity and knowledge you need.

 

Features of ESS

• Personal Info: ESS will allow employees to update their info and personal details by themselves, cutting out the middle-man (HR). This allows for a more streamlined process and prevents long application submission and updating.
• Leaves: Here the employees will have complete access to their current leave situation whether it be related to leave balance or requesting for leaves.
• Programs: Direct log-ins will allow open-access to enroll in benefits programs or other similar schemes.
  
• Policies/Rules: As policies and rules are often updates, sometimes they may go under the radar of most employees. With ESS a few clicks will get the relevant policies up on your screen.
  
• Payroll: Financing is a particular field, especially when payroll is involved. With self-servicing, Employees will have complete access to previous salary slips, pay cut information, taxes, time-logs, reimbursements, and all relevant data associated with their payroll in general.
  
• HR reports: Such analytics will provide the users more clarity in terms of KPI’s and set goals in comparison to their performances during a defined period. This also helps the HR department as a whole.

 

Benefits of ESS

• Engagement: The ESS tool is great for boosting employee engagement and have them update each detail when required. It acts as a new medium to engage in the existing HR software.
  
• Greater Efficiency: As each employee is responsible for their own data, this speeds up the process by a large margin and even decreases the chance of mistakes within the details.
  
• Autonomy: The integrated bit of software from the central management access point allows for the employee to access and edit their data whenever needed without hesitation.
  
• Ease of burden: The introduction of ESS into an office ecosystem drastically eases the load on the HR department which would manually have to amend any changes requested. Not to mention the processing time it may take to achieve a minor task. HR and Managers do however still have all the admin rights to oversee the changes in order to administer effectively.
  
• Easy access: Since the system is entirely digital, it acts as the perfect medium for dispersed teams or even when on the go. This saves time on having to reach out to the HR team which may be located in a foreign place.
  
• Green/Environmentally friendly: An alternative bonus of ESS is the sheer amount of paper being saved. As such office work requires a series of documentation and updates. The system saves a lot of paper while preventing excessive waste.

 

Is there a catch?

ESS is no doubt a valuable addition to any organization’s arsenal and boasts a series of benefits along with features as mentioned. However, a major drawback would be for each employee to familiarize themselves with the software, as understanding is key for the implementation to be successful. This may lead to communication gaps, incorrect data, and a learning curve from manual to the digital entry system.

If your company is already using an integrated HR Management Software such as PeopleSonic, this won’t be an issue as the interface is very similar to the rest and can easily be adopted into the workflow. As the ESS integration goes hand in hand with HR software, opting for solid HR Management Software shouldn’t be overlooked!

 

It may sound slightly counterproductive, but your HR team should not be spending a bulk of their time doing “HR things”. Their time and energies should instead be spent on exploring ideas that boost or ensure the success of a business, for instance, through increased empathy and emotional intelligence in employees, or through the successful implementation of essential human factors.

Let’s identify what those “HR things” are that end up eating far too much time and prevent your HR from elevating your organization to its true potential.

Payroll Management

Are you a business that is still handling payroll manually, or through a combination of inefficient apps and spreadsheets? This is something we have discussed in detail a few times before. Whether you are a small-to-medium sized business or even large, there are enormous benefits to automating payroll and freeing up HR to pursue higher value projects.

Statistics show, in fact, that there can be upto 80% reduction in overall payroll costs merely by switching to a competent automated payroll system. With such overwhelming benefits to both cost and efficiency, there really is no excuse for being one of the 10% of businesses still not implementing payroll automation in their HR processes.

Employee Status Tracking

Another avenue that sucks up a significant amount of daily time for HR is verifying employee status and attendance. If you’re not utilizing  state-of-the-art leave management and attendance tracking systems, you are essentially burdening your HR with manual or email-based follow-ups to track down sick employees or monitor punctuality and time efficiency.

Not only can investing in such systems ease unnecessary load from your HR team, these systems have proven track records in improving employee motivation and accountability, which directly impacts their work quality and rate. The benefits to the business bottom line and employee productivity are significant in comparison to systems which especially still rely on emails or text messages to track employee absences.

Essential or “Core” HR Functions

These essential tasks, often dubbed “core” tasks are the day to day work that any HR team is doing. This ranges from personnel and document management to handling departmental and employee requests, and any office administration tasks.

While that may sound like the entirety of what most of us assume HR does, the reality couldn’t be more different. The fact that HR spends so much of their time on these daily tasks prevents them from focusing on other projects. Add into that tedious work like manual payroll management and monitoring employee punctuality and that leaves HR with almost no time in their work schedule at all!

The solution is simple: Invest in a customised HR platform that allows your team to automate and optimize these repetitive and time-taking tasks. In fact, integrated solutions such as PeopleSonic often provide businesses with a suite of features that can handle everything from Core HR to payroll and leave management, along with industry leading productivity enhancements through time and attendance tracking.