How is HR Tech bridging the Employee-Employer gap?
Human Resource Development and People Management has primordially been the driving factor behind corporate success.
However, when we talk about HR tech in improving employee satisfaction, we commonly refer to innovative people management tools. Over here, we’re going to explore how Automation, Strategized Recruiting and Optimised Workflow in Communication could save your company from a great deal of harm.
All work and no pay can make Jack a very angry boy!
Imagine working over 10 hours a day for weeks at a stretch, just so that you could take some well-deserved time off and go shopping for Christmas, only to find out you were never paid for all the work!
That is exactly what happened to over 1,200 workers in Luzerne County, Pennsylvania. The workers were shocked to find out that their pay checks weren’t credited on time, leaving them high and dry on the busiest shopping day of the season: Black Friday.
What happened? A key individual in charge of the organisation’s payroll had gone off to enjoy the lengthy Christmas break and forgot to approve the company’s electronic transfer of funds.
And with due cause, the Human Resource Team inbox was flooded with emails from disgruntled employees displaying their blatant displeasure with the company and how they had to bear the burden of overdraft charges levied on them due to insufficient funds in their accounts.
The solution was relatively simple. Companies shouldn’t be relying solely on manual transfers for crediting salaries and commissions, as the employee’s basic comforts get denied. Payroll automation tools are available in the market, which allows an authorised individual to approve the release of funds with just a simple click. As the world moves towards a more technologically advanced state with respect to operations and management, functions need to be alleviated from the traditional ‘Sign and Approve’ methodologies.
Why work for money, when you can work for free.
The only time when an individual works for free is when they’re engaging in charitable and pro-bono activities.
However, an upcoming urban clothing brand pulled off the impossible when they coaxed and convinced their employees to work extra hours for free!
Realising that their warehouses were short-staffed during a peak sales season, the company urged (forced) their employees to work longer hours and on weekends to meet the high volume demands and delivery targets.
And how did they convince their employees to pull this off? They disguised the entire incident as a ‘Team Building’ exercise that would work towards enriching their overall work experience.
Not an uncommon practice for employers to squeeze out a couple extra unpaid hours from its employees to cut costs, yet the reasons often vary. This company fell short on its hiring requirements and had to burden their existing staff with unimaginable working hours. The organisation wasn’t penalised for this practice, but when the media got wind of the exercise, it turned out to be a full-blown PR disaster for the institution.
The solution may seem simple from the onset, which is to just hire more employees. Yet, companies have become vocal about the complexities in adequate talent acquisition. Solution providers have urged that the symbiotic usage of acquisition tools and data analytics can predict in real-time, the upcoming hiring and staffing demands an organisation might encounter.
HR hiring tools like EdGE Networks’ HIREalchemy provides a range of customizable analytical tools coupled with intelligent AI algorithms to ensure companies can meet their hiring demands and requirements, depending on the job description and the level of expertise required. Such tools have become an integral part in the optimisation of talent acquisition, irrespective of the size of the organisation.
To fire or not to fire.
In one of the most embarrassing incidents in today’s corporate world, a renowned Fortune 500 institution found itself in muddy waters after a lay-off debacle that saw considerable media coverage.
If insider stories are to be believed, the organisation mailed a ‘Firing list’ that contained names of all the low-performers to its divisional managers. The twist in the plot was that the flagged employees were to be monitored and not fired. The causal effect was a series of awkward phone calls to the laid-off employees to ‘Forget about it’ and ‘Return back to work the next day’.
This kept the media house in high spirits as they ridiculed the organisation’s juvenile communication systems and lax attitude whilst hiring or firing employees.
The solution to such a predicament could be varied. Most would urge the company to just ‘Think before you leap’. Yet, business statistics have shown that only a mere 14% of the global IT leaders believe organisations are equipped with the right onboarding and offboarding processes.
Companies will need to move towards a more formalized and structured offboarding processes while intimating their decision to let-off employees.
Integrated workflow systems offer optimized offboarding techniques with dashboards. Once a notification has been sent to the dashboard intimating the company’s decision to lay an employee off, the tool takes the employee through the necessary offboarding steps whilst notifying key management personnel every step of the way.
So, the question you need to ask yourself now is very simple: In 2019, as companies have begun understanding the need of HR Tech based tools to improve the overall employee experience and boost corporate success, where does your company stand?
Reach out to us at email@example.com to learn more about how HR Tech tools can help your company boost overall employee output.