One of the concerns facing HR managers today is finding new ways to automate processes, streamline communications, and make their teams more strategic. Justifying the cost of a new HRIS / HRMS, or upgrading an existing one, is always challenging. But knowing how a new, or upgraded, HRIS can streamline and support your entire organization will help build a more compelling business case.
There is something about surveys. The results grab the headlines, but not enough attention is given to the statistical base. For example, SHRM reports a survey that concludes 77% of Human Resource departments have gone paperless. However, this is based on the input from only 150 HR practitioners, all of whom were attending the 2015 SHRM (Society for Human Resource Management) conference and exposition. These results may be indicative, but you need to examine such results in terms of your own business context.
Your Human Resources information system can reduce your efforts and increase your Employee Handbook’s meaningful value.
It’s time to leave the traditional performance review in the past.
Trust us, no one at your organization will grieve its passing. No tears will be shed, no boxes of tissues passed. No one will beat their breast begging for its return.
No one will demand it be brought back – not your senior leadership, your employers, and certainly not anyone in human resources. In fact, they will all be glad to see the back of the traditional review process as we know it.