Disclaimer: The views expressed in this article are those of the author and do not necessarily reflect the views of the Economic Times – ET Edge Insights, its management, or its members

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Every organisation, big or small, is first and foremost about its people. Although it is the people who are responsible for delivering the products or services, the processes and tools help simplify the tasks to a significant extent.

HR tech has now become a necessity for growing businesses with a distributed workforce. Many integrated HR platforms offer an assortment of features. But the concerned HR has to pick what is required based on their pain points. Here are some of the most common challenges an HR tech platform can help resolve.

Connecting a distributed workforce

Can deeper engagement happen when HR has to manage employees across locations?
The answer is ‘yes’. When the right technology is in place, the right team members can easily and instantly come together to perform the assigned tasks or help others complete the same as required.

New-age HR platforms provide a holistic view of employees by centralising all their information. HR can also draw better insights from all the data related to payroll, leave, attendance, compliance and more. The results are obvious: better control and well-informed decisions that benefit all employees. 

Plugging the security loopholes

As businesses expand, the probability of data misuse and theft also increases. Organisations can’t avoid collecting and storing sensitive information of their employees. Here’s where HR has a crucial role to play. They need to create a fool-proof process to strike the right balance between integrity and flexibility.

HR is expected to educate employees on the importance of information security and the best practices to be adopted. This task becomes easier when a reliable HR automation platform is deployed along with the required cybersecurity solutions.  

Maintaining regulatory compliance

Organisations are expected to comply with multiple international and local laws that get amended often. Non-compliance with these laws can lead to expensive and time-consuming lawsuits. All of this is not only an unwarranted hassle but also a reason for a tarnished brand image.

As HR has begun to play a strategic role, they need to be empowered with the right tools. The right technology can provide the much-needed agility to keep abreast of the dynamic legal landscape. When compliance matters are addressed proactively, HR can focus on initiatives for bettering  employee experiences and productivity.    

Monitoring employee punctuality

Attendance, time and leave management can become difficult if HR sticks to a manual or spreadsheet-based process. As remote/hybrid work has now been mainstreamed, employees are likely to face the challenge of staying focused initially. 

While HR tech with analytics dashboards and groups offer insights to HR, the cloud-based, self-service option enables employees to mark attendance and apply for leave effortlessly. The resulting increase in process efficiency creates more bandwidth for both HR and employees.

Regulating the information flow

Intermittent communication could make employees disinterested, while information overload
is likely to intimidate them. Lack of adequate information can lead to ambiguity and lowered morale among employees. This can affect their productivity and result in high attrition rates.

Although bulletin boards, chatbots and employee groups are the commonly used channels of information dissemination, a structured two-way communication program is indispensable for sustainable results. Many HR automation tools come with channels for employee engagement.

HR tech has become even more critical in hybrid and remote work environments. Technology is now being integrated into every facet of HR. The fact that organisations have to make an additional investment can’t be denied. But the returns on investment are most likely to be more than satisfactory.

Authored by

Girish Rowjee, Co-Founder and CEO, Greytip Software

Disclaimer: The views expressed in this article are those of the author and do not necessarily reflect the views of the Economic Times – ET Edge Insights, its management, or its members

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