In today’s ever-changing business landscape, the importance of Human Resources (HR) professionals cannot be overstated. After all, they are responsible for shaping organizational culture, attracting and retaining top talent, and driving employee engagement and productivity. But it doesn’t stop there.
HR covers an endless number of people-related functions, from protecting employees’ data and managing compensation and benefits to prioritizing inclusion & diversity and eliminating unconscious bias.
Therefore, in this A – Z guide, we will explore and highlight the multifaceted aspects of the HR industry and shed light on how HR technology has become an indispensable tool in achieving organizational objectives.
With each letter, we will delve into how HR technology has transformed traditional HR processes into streamlined, data-driven, and employee-centric practices.
Absenteeism
Managing employee absenteeism effectively can be a challenge for any organization. Employees may be absent from work for a variety of reasons. They can also be away for a few days or longer. They are classified as either short-term or long-term absences. A short-term absence can be defined as an absence lasting a few days or a couple of weeks. Long-term absences are those that last for several months, including many consecutive days. The way these absences are handled can be quite different. Organizations have a duty of care to all employees, including those who are not present at work. This includes employees who remain within the organization whose workload is affected by their absent colleagues.
This is an important metric because it can indicate a variety of problems an employee may be experiencing at work or home, which could be driving them to miss work regularly. It can also contribute to high attrition within an organization. Absenteeism should be managed early to prevent it from becoming a problem.
It can be hard to track absenteeism without the proper recording and monitoring process. Professionals can use HR software to understand absence records better, identify patterns, and resolve this problem in the workplace.
The system will collate the data and then present HR professionals with visual records that provide evidence to support their arguments. They can use these records when necessary to bring up the issue with the individual. Through triggers, they can create proactive alerts that prompt managers to initiate a conversation with the individual and learn the reason for their absence.
It is not easy to identify patterns or trends in the absence of management processes of many businesses. These can be used to make positive changes to workplaces. Companies can take action based on their insights if, for example, several employees have complained about the rigidity of their work schedule or lack thereof.
Absence management tools are a great way to help organizations foster a culture of engagement and motivation for their employees.
Burnout
Before it’s too far gone, burnout must be prevented. Employers must understand what employees value in the workplace, their goals and objectives, and how they’re tracking against them.
HR teams that have technology available to them are better able to prevent burnout in their workforces than those who do not. Surveys and pulse feedback can be used to understand better the current perceptions about work, company initiatives, and benefits and wellbeing packages.
You can anonymously report employee sentiment through HR software, allowing staff to express their true feelings and thoughts. HR professionals can use the data to schedule regular check-ins and target trackers with individuals and groups and to understand better what people need to succeed.
This data-driven insight can be used to make changes that will benefit employees by understanding their true values and taking action to prevent staff burnout.
Burnout is an exhaustion that can last for a long time. It may be both physical and mental. The stress of a particular job often causes this state.
It could be caused by a feeling that you are overwhelmed with work or by other factors, such as poor communication by managers, unclear responsibilities, or deadline pressure.
Burnout can cause people to become less productive due to a lack of energy, feelings of hopelessness, and cynicism towards their work.
Burnout due to overload: When employees are working harder and harder in an attempt to reach their goals.
Burnout due to under-challenge: When staff feel undervalued or underappreciated. They may also be bored with their work, lack opportunities for advancement, or feel unappreciated.
Neglect burnout – when employees experience feelings of helplessness and incompetence, or they are unable to keep up when things don’t go well. This is closely related to imposter syndrome.
Compensation & Benefits
Compensation is the reward that you get for your work in your position, like the salary and bonuses you earn. Benefits are non-financial rewards that employees receive in appreciation for their hard work.
Benefits that can be implemented for free include flexible or remote work, free or subsidized food at the workplace, and dress-down days. Salary sacrifice and employer-funded benefits are on the rise. Employees choose private medical care, gym memberships, car schemes, etc. In the current candidate-driven job market, employers need to offer a compelling and relevant compensation package and benefits, which could help set them apart from their competitors.
These benefits are tax- and NI-efficient, and both employees and employers enjoy them. If they are presented correctly to employees, these benefits can help to offset the need for salary increases.
It’s not so much about offering unlimited holidays to employees but rather about being sensitive to their needs and helping them earn more.
Employers will need to be more creative to show their commitment to employees. They can’t just be rigid. Flexible working is now the norm in many organizations. Employees are looking for benefits that complement this seismic shift. For example, wellbeing days or mental support.
We are seeing a shift away from blanket benefits packages for all employees. Instead, employers ask staff what they would like in terms of individual benefits based on their lifestyle. The future job market will be more competitive as people are motivated and excited to work in these environments.
Organizations must, therefore, have the right tools to manage flexible benefits, and they should be transparent about what they offer. HR professionals can conduct surveys to gather employee feedback on the current C&B packages and what the employees would like to see.
Open APIs allow HR and payroll systems to be linked into the benefits package. Employees can now see the benefits of their employer in addition to their monthly salary. These contributions and salary-sacrifice gifts are automatically deducted and shown on the payslips of employees. This is a benefit to payroll. HR teams can, on the contrary, quickly communicate and indicate paid and unpaid benefits to employees, thereby better supporting them.
Smart HR systems allow managers to track different employee schedules by scheduling flexible working days or wellbeing days in the workplace calendar.
HR software helps employers better understand the wants and needs of their employees to create an environment where they can reward and support staff in meaningful ways.