HR Departments Need to Update Processes to Become More People-Oriented
December 28, 2016
There’s no way to beat around the bush – when it comes to human resources, HR departments often get a bum rap. One of the main reasons for that is because HR departments, processes and functions are tailored to a traditional way of doing business, based on an industrial economy. And that simply isn’t a good fit for today’s Web-scale, omni-channel, technology-heavy corporate environments.
Workers are increasingly frustrated with their HR departments and processes, according to a new report from TimesJobs. A majority of those queried complained of not having good access to HR for assistance and advice, while 60 percent of employees surveyed revealed problems around finding and obtaining access to the appropriate person to address their issues within their HR department. And a disturbing 15 percent revealed their problems were never actually resolved.
“To deal with this new generation of employees, HR leaders need to make concerted efforts to improve their employee engagements, HRM practices, policies and procedures in order to bridge the perceptual gap revealed in this study,” Nilanjan Roy, head of strategy for Times Business Solutions, recently told SMBWorld Asia.
Human capital management (HCM) solutions are an obvious choice in addressing many of these problems, streamlining and automating routine HR processes to make problem solving and resolution more accessible for employees. They also handle much of the heavy lifting for HR personnel, freeing up the department to focus on people and one-to-one interactions, a critical component of HR.
HCM offerings also help increase response times, one of the main issues for workers according to the TimesJobs findings. In fact, 45 percent of those surveyed claimed it took their HR departments more than a month to find a resolution to their issues. Another common employee complaint is poor people skills, with close to 60 percent of employees complaining that their HR departments perform poorly when it comes to managing and acting on people-related issues. Once again, HCM offerings can free up HR time and resources to become more people-friendly and people oriented.
HCM solutions alone won’t eliminate the bum rap that plagues most HR departments. What they do accomplish is efficient automation and management of routine tasks, freeing up HR personnel to address the core issues bogging down their departments. By shifting their focus back to people issues, HR departments can transform and evolve to better deal with today’s people and technology-oriented economy.
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