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Automated Self-Service HR Model

5 Signs That It's Time to Move to an Automated Self-Service HR Model

Posted by  Marco Rolla

5 Signs That It's Time to Move to an Automated Self-Service HR Model

Winners in the talent war are using the most advanced technology to attract and manage talent. However, the administrative burden in keeping employees both productive and dedicated can be overwhelming.

If this problem is not handled correctly, talent tends to feel forgotten and the enterprise stands by as valuable resources are transferred to its competitors. The HR solution lies in automating as much as possible on the back-end, helping great performers to do more with their time while HR turns its attention to strategic issues.

As HR grows and expands its influence across the organization, it tends to follow a predictable maturity model. As more time is freed up in the early stages, HR leaders begin to drive purpose and productivity across the organization. The final stages can be summed up as the drive to empower employees with "self-driving" technology that puts HR's contributions at the strategic level.

You need to automate processes within performance management and talent management as much as possible. This move HR from an administrative function within the organization to where HR needs to be in today's talent-first market. HR should be an advisory office with strategic impact on securing empowerment and engagement.

Below are 12 of the most common signs of what needs to be addressed during this final stage, as well as some best practices in responding. This is when HR demonstrates its strength in engaging and motivating the most talented employees, thus transforming the entire organization.

The 5 Signs

You know your HR function has to get more proactive when you struggle to:

  • React quickly enough to changes in the market
  • Drive organizational change to capture new lines of business
  • Grow the emotional commitment of your best employees.
  • Communicate common goals and a sense of urgency to all employees.
  • Unify your global workforce, helping employees collaborate across distance and generations.

When organizations reach this level, they normally have already secured the right talent and have action plans in place to nurture them into leaders. They have begun to use data more wisely to become a more agile player in the market. Normally, these firms rank alongside the top quartile firms within their respective industries. They have excelled at promoting individual growth among their talent.

If this sounds like your organization, or where you want to be, your next big challenge is to get out ahead of the curve. The top HR leaders call on all of their considerable resources to predict what's coming next and drive strategic, organizational change. This is where the full power of the automated self-service model can be brought to bear.
 

What Employees Need
 

The first business goal you need to set for yourself is a clear career-pathing structure and easily accessible information on job requirements. This helps employees stay engaged because they see not only a future for themselves within the enterprise, but also the steps they need to get there.

Employees succeed when they feel trusted enough to act autonomously and part of winning team. New platforms for social collaboration get them motivated and facilitate targeted communications on business priorities.

Many in HR find the best aspect of self-service platforms and portals is that it breaks the dependency on IT. No more waiting to fit into IT's busy schedule or delay their mission critical projects. Make a back-of-the-envelope calculation on how much time you would save if essential functions could be handled in a drag and drop interface. Suddenly workflows, access levels and hierarchic relations among many other details will be corrected automatically whenever the employee is granted a corresponding change in organizational responsibilities.

It's time to move beyond legacy HR platforms that were designed in a different era using different business logic. The next generation of self-service HR software is designed for accessibility everywhere through a UX that is intuitive for everyday users. Tailored, cloud-based deployments keep you ahead of the sudden shifts in the marketplace. As new competitors offer seductive employee packages and promise of rapid advancement, you need to step up your game to retain the top talent. Self-service HR is the answer.

Lighting the Road Ahead

This is HR's chance to step up and start to drive system-wide improvements to profitability. You'll be able to use the globally integrated perspective of HR to extend your influence well beyond the walls of HR. What's holding you back is that you can't move forward until you can see a little bit more of the road ahead. That's what self-service automation of HR functions will accomplish by giving you better visibility into your actual costs, as well as what individual employees need at the moment.

Don't forget that turnover can derail mission-critical projects and make it impossible for operations to deliver on time and under budget. With the right nurturing, talent can become the next-gen leaders that strengthen your organization. As a result, your organization attracts more of the right talent by default. The secret of reacting faster to the market changes is having the talent on hand capable of addressing those changes. Self-service HR platforms are what employees need to stay productive and engaged.

Move swiftly before windows of opportunity slam shut to you becoming the kind of employer that talent will seek out. This level of organizational change doesn't have to be painful, but it does require a sustained commitment to developing your HR department along the maturity model.

Marco Rolla

Marco is an industry researcher who focusses on global business, finance and the public sector. Marco aims to free service organizations from excessive administrative work.



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