Human Resource

HUMAN RESOURCE

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Cut down on administration

When discussing your Social intranet with HR, reassure them you are not looking to remove the people contact essential to HR or the strategic elements away from human intervention; rather you are looking to cut down unnecessary administration, driving users towards self-service leaving HR free to focus on proactive and critical activities.

A few examples where self service can be used are:

  • New starter processes
  • Salary Q&As
  • Pension applications
  • Performance reviews
Lets take putting the performance review processes onto Social intranet, it can save the time lost in collating paperwork and sending back and too between HR and the reviewing manager.

Many HR departments identify that consolidating Performance Review data can take between a month and two months, not including the time taken to send incomplete forms back with guidance. Customers eliminate this administrative drain by bringing these reviews onto their Social intranet.

Support a people centric approach

We are not looking for the Social intranet to replace HR systems, many have a critical role to play. However the Social intranet can provide a user friendly approach for employees to submit and maintain the data you need. Having one place to complete all your tasks is far easier than having to remember which disparate system to use and which password to access it.

It’s critical to remember, as much as we’d like every employee to update us whenever their situation changes, they tend to mainly do so when there is a benefit to them, e.g. notifying change of address because payslips get sent out.

Tools on your intranet such as the People Directory are used daily and people tend to be more vigilant about keeping their details up to date as they expect everyone else’s details to be current. Many customers export the People Directory records on a weekly basis to CSV and upload this to their HR Systems.

A dynamic organogram also encourages employees to keep their details up to date, aware that failing to keep their management and report lines up to date will quickly become apparent.

Increase the visibility of employee advocacy

Whilst the strategic side of HR may or may not open opportunities for your intranet, the staple activities of HR are easily and successfully transferred. Rather than merely report the results of your employees surveys, share the actions planned from them with all employees on your intranet, ask them in forums how things could be better.

Manage and monitor employee development

A key for any company’s retention plans is developing the talent you have through employee training.We discussed Performance Reviews in Point 1, these reviews will also uncover training needs.

Having a self serve solution to allow managers to sign their employees up to training courses ensures follow up actions are actually followed, whether for one off sessions or as part of a development program. Using the Interact Training Manager staff are alerted and given details of the course, the date, time and directions to the venue.

The skills employees develop can be updated on their profile, so they are included in results of a search for people with the skills they are now trained in.Use this opportunity to uncover the hidden skills in your company, you may want to start by looking at what tasks are outsourced to third parties. Start to bring these into your skills matrix and discover if you already have expertise in house, engaging employees by broadening their opportunities whilst saving your business expenditure.

Increase employee retention

Losing employees and recruiting new ones costs money, both in agency fees and lost productivity as people take their time to get up to speed. One of the biggest causes of employee turnover is lack of engagement. You may not be able to do much about your wage structure or the fact someone doesn’t like their manager, but you can make them feel like they are part of something far greater than just a job by following the advice above.

How many times on first days are new employees paraded around an office, introduced to a mass of people they don’t have a hope of remembering the name of? Have you ever spent your first day wading through policies and procedures which again you’ll never retain? This doesn’t have to be the case, we can start to on-board new starters before their first day by providing intranet access. You might also decide to create a new starters team to help them find their feet and the information they need, some companies even change a new starter’s homepage to make it easier for them to get up to speed.

Whilst there can be a host of reasons for an employee leaving, a common indicator someone is unsettled is constant sick leave. With tools such as Absence Manager, a manager or HR can instantly see an employee’s Bradford Factor calculated, helping again to quickly understand any trends or challenges.

Improve knowledge management

Consider the cumulative salaries you pay in your business, as potential ideas and knowledge worth $. Compare this to the amount spent by your business on external consultants, on occasion external advice is required but very often internal knowledge and expertise could be utilised better.

Knowledge sharing is a critical part of any business and we are seeing in a number of cases that this responsibility falls under HR. Using an effective balance of:

  • Forums
  • Ideation and
  • Question tools
  • Rewards
  • Recognition
This can be an effective way to encourage employees to contribute and build on the knowledge sharing in your company.

The great part of this method is the content is relatively timeless, even after someone has left your company, you can still take advantage of their knowledge and ideas, it can be searched for by anyone. If the content becomes dated, encouraging a culture of users raising this with admins will pick out dated content. Couple this with recognition for those who contribute to help collective knowledge, not just with rewards but mentions in CEO blogs, newlsetters etc, input being recorded
and again being used as part of annual reviews, and all this will give people more of a reason to take the time to share and care about helping your business.

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