HOW DOES A MANAGER BENEFIT FROM HR SOFTWARE?

Belonging to an organization and every employment relationship also requires certain administrative activities. For example, it is necessary for the Employer to collect and store certain data about its Employees, manage them and update them if necessary. The Employees, in turn, must provide this data, which is often also delicate personal data (GDPR).

The Manager’s daily activities also include various approvals: for example, approvals of leave applications, approvals of training needs, approval of working time schedules, approval of working time reports and much more. It is convenient and operational for the Manager to give confirmations and pre-check data, for example, in one environment (software), using a similar process, while also having a good overview of what she/he is confirming. In HR work, there are quite many of such confirmations expected from the Manager, and the software helps to perform these administrative activities more faster and easily. The Manager saves his time and data is not lost.

You can recognize good software by the fact that it is easy to use. All it takes is a basic instruction and an understanding of the “logic”, and the software can be used independently.

Software helps to make complex processes simple, often eliminating more common human errors. Some parts of the process can be automated, some parts of the process are no longer needed, but some parts of the process become more meaningful and thus create more value.

Therefore, the use of software in activities and processes related to people should not be underestimated. If it is easy for the Manager and the Employee to carry out the activities and responsibilities arising from their role, it is not only a saving of resources, but also an opportunity to create value where it is most needed. Whether it’s time dedicated to customers, a team brainstorming session or a career discussion with your best Employee.

Vacations are managed in one Excel document, development interviews (separately for each employee) in another Excel document, data of employees’ children are written in the third, register of completed trainings in the fourth, competences in the fifth and evaluations of competences in the sixth, seventh … and so on.

Now imagine that all these Excels, for each employee and throughout the history of the employment relationship, were all in the same system, quickly findable and over viewable. What does it give you as a Manager if you have a meaningful overview of the entire team member’s history of work, development and performance? What can you do with this information and how can you use it as a Manager? Not to mention that it is no longer necessary to wander around Excels and look for the necessary information. What a saving of time!

Maybe you don’t always need super-trendy AI analytics? Perhaps it is enough for a Manager to start with getting the necessary information about her/his people and using it to make connections.

The development of an Employee can only be supported if you get to know her/him. If the Manager and Employee have worked together for example 10 years, they have already learned a thing or two from each other over the time. However, if the employment relationship is quite fresh, one of the important tasks of the Manager is to know and understand her/his Team Members.

For example, to learn and understand what are the sources of motivation of this particular Employee, what makes her/him move and what drives her/him. Is work a real vocation for her/him or a step on the career path?

What is the Employee’s potential, her/his strengths that one could successfully apply in her/his work. A common future vision, career and development opportunities can be only built on these basics in cooperation with the Employee. You can always just send them to training, but in general it tends to be just a wasted resource.

The software gives the Manager the ability to choose between several “tools” that are most suitable for that particular Employee, and maintain consistency. The Manager’s only tool supporting Employee development certainly does not have to be the once-a-year Performane/Development Appraisal.

An Employee who has experienced fast, simple and digitalized activities in the work environment is no longer ready to do the same things manually or on paper. This applies both to work-related tasks (for example, sales software, design software, etc.) as well as to activities related to the employment relationship (development interviews, vacation applications, evaluations, internal communication, etc.).

Successfully digitalized people-related processes greatly influence the entire Employee Experience in your organization. If you create a modern environment for the Employee using digital tools, and it speeds up and simplifies her/his work, then it is an integral part of the Employee Experience. Sometimes also a decisive part, especially for the new generation entering the labor market. They expect a sustainable working environment from the Employer and a personal approach from the Managers.