Has there been any interview, where you were fairly impressed by the recruiter?
We’re sure that if you’re nodding in affirmative, the recruiter must have been professional, helpful, and courteous. She’d have responded well to almost every question you must have had about the company, your role, and the company’s culture.
Remarkable HR employees are critical to the success of every organization. They juggle a myriad of responsibilities such as:
- Manage employee benefits and employee management
- Manage payrolls and benefits management
- Create an employee handbook
- Handle loads of administrative work
- Manage employee job satisfaction
- Create a quality employee experience
However, most employers are hard pressed to optimize the use of resources, people, and processes. Some also underestimate the cost of online payroll processing, attendance, HR data administration, and benefits management.
As the team gets bigger, the HR function often feels buried under the pile of new administrative burden. Handling the administration is complicated but necessary.
It’s still not uncommon in 2020 to find many small and medium-sized businesses managing big teams via clunky Excel and Google spreadsheets.
According to a UHY Hacker Young report, payroll errors cost UK firms over £700million each year through overpayments to HMRC.
Compliance also becomes an uphill battle to win in such a scenario. Many HR professionals grapple with finding innovative and effective ways to manage the basic tasks efficiently to focus on the more strategic initiatives.
A TotalJobs research reflects that even elite HR professionals spend on average 8% of their time on administrative tasks, with some HR Managers surveyed spending up to 30% on administration.
Let’s look at the 3 HR administrative challenges employers need to cope with everyday.
- “Co-owned” HR function and Cost Transparency
Many HR processes are often co-owned by other functions such as finance, IT and other departments. While calculating their own administrative costs, the HR function often misses out on adding the costs of employing IT team to maintain and upgrade HR systems.
That’s where the need of a platform or software arises which is easy to use and adds value to the team through self-service capability and cost transparency. You can have absolute control over your data and budget.
Your employee benefits spend is one of your major expenditures. Employers can better understand the true cost by identifying and analyzing the patterns employees choose their benefits, and from the enrollment census and employer/employee contributions.
An automated platform saves you a lot of precious time and reduces the risk of error in overall benefits program.
- Managing Employee On-boarding and Off-boarding Experience
While HR teams love to welcome new hires, the additional list of administrative tasks to be handled is far less exciting. Rather, HR teams fret the work that comes along the hiring and on boarding, especially when there are many new hires joining the organization on the same date or around same time.
Using an automated solution, you can coordinate all onboarding tasks such as ordering and setting up of computer and phone, configuring email and granting security access. Automation can also help you during employee transfers and role changes.
Similar is the case with off-boarding the employees and making the exit process smooth both for the company and the employees.
Employers can treat their HR teams with the gift of automation in 2020. A gift, really?
Yes. Automation can:
⦁ Cut down their man hours they spend focusing on tedious and time-consuming paper work and data entry.
⦁ Give the HR team the freedom from the spreadsheets that they use as administrative tools.
⦁ Reduce non-compliance risks and boost accuracy.
- Tracking and Compliance
HR teams struggle with a lot of physical paper work, and store data or records in physical files or folders or cumbrous Excel sheets. This manual maintenance and a slew of practices cost your team several man hours during the week.
Paid Time Off (PTO) is another stressful area of HR administration. Accrual rates vary across the employee bands. Any discrepancy leads to employee dissatisfaction. A good HR automation solution can remarkably improve PTO efficiency and data accuracy.
It also gives you a central control center to combat every HR administrative challenge. It enables you to stay up-to-date on industry compliance and security.
You can track the progress of your employees in a single click. You can also manage benefits by employee classification in real time and always on top of dependent eligibility and 1094/95 C compliance.
Such a professional performance tracking HR solution keeps you within compliant boundaries, keeping track of deadlines and enrollment progress.
Besides the above, a good online HRIS solution:
⦁ Empowers your team to work in a paperless environment, where all documents are signed and collected electronically.
⦁ Helps you with detailed reporting and provides you with historical data on all employee profile and life changes.
⦁ Provides your employees with access to a wide array of products beyond typical medical benefits.
Looking for a business-friendly HR solution that can multitask your HR responsibilities and much more? Get started today.