The shocking reality of HR inefficiencies and how to overcome them

Chapters:

• The most common HR inefficiencies:
  • Time consuming manual processes
  • Lack of integration
  • Employee self-service barriers
  • Compliance challenges
• Overcoming inefficiencies with HR Service Delivery Platforms:
  • Automated data entry and management
  • Integrated systems
  • Enhanced employee self-service
  • Streamlined compliance management
• Conclusion

Human Resources (HR) have been under a lot of pressure in recent years to digitize manual processes, achieve savings goals by implementing new technology and hit tougher and tougher SLAs - all in the face of adverse market conditions. 

For some businesses this direction has resulted in positive disruption. The structure of HR departments have been reworked with a renewed employee focus with streamline processes.

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But for the majority of businesses who are battling against ingrained operating models, they’re still dealing with inefficient HR processes that waste valuable time and resources as well as impacting employee satisfaction and organizational performance.

Let’s shine a spotlight on some of the most common contributors:

1. Time-Consuming Manual Processes:
   • Data Entry: HR professionals often spend countless hours entering employee information into various systems manually. Or, entering the same information in multiple places This repetitive task is not only tedious but also prone to errors.
   • Paper-Based Documentation: Despite the digital age, many organizations still rely on paper-based forms for everything from leave requests to pay roll.. Managing and storing these documents is a cumbersome process.
     
     
2. Lack of Integration:
   • Disparate Systems: HR departments often use multiple systems that do not integrate or communicate with each other. For example, payroll, benefits administration, and performance management might all operate independently, leading to data silos and inefficiencies.
   • Duplicate Data: The lack of integration necessitates entering the same data into multiple systems, increasing the likelihood of errors and inconsistencies.
     
     
3. Employee Self-Service Barriers:
   • Limited Access: Employees often lack access to their own HR information, leading to frequent inquiries about leave balances, benefits, and other personal data. This not only frustrates employees but also consumes HR time.
   • Complicated Processes: When self-service options do exist, they are often not user-friendly, discouraging employees from using them and thereby increasing the HR department's workload.
     
     
4. Compliance Challenges:
   • Regulatory Changes: Keeping up with ever-changing labor laws and regulations is a daunting task, especially when done manually. Non-compliance can result in hefty fines and legal issues. Without a centralized view of the employee base and an automated way to flag which employees are due to update their compliance training it becomes a very time consuming and cumbersome process.
   • Document Management: Ensuring that all necessary documents are up-to-date and stored correctly is critical for compliance but is often mismanaged when handled manually.

❓ Did you know ❓
Around 73% of HR's time is taken up by monotonous administrative tasks (source: Frevvo) and HR managers spend 14 hours per week on tasks that could be automated (source: CareerBuilder)

The impact of these inefficiencies is a huge spend on personnel that could be reduced. Or a missed opportunity to redirect experienced HR professionals to more strategic or value-added work.

Overcoming Inefficiencies with HR Service Delivery Platforms

HR service delivery platforms and the features within them offer a comprehensive solution to these inefficiencies by automating manual tasks, integrating disparate systems, and empowering employees with self-service capabilities.

Here's how:

1. Automated Data Entry and Management:
   • Onboarding Automation: Automating the onboarding journey means handling everything from sending offer letters to collecting necessary documents, reducing the manual workload and ensuring a smooth process for new hires.
   • Real-Time Updates: Changes to employee information can be automatically updated across all systems, eliminating the need for duplicate data entry and reducing errors.
     
     
     
2. Integrated Systems:
   • Unified HR Ecosystem: An HR service delivery platform can integrate various HR functions into a single system, creating a seamless flow of information. This integration ensures that payroll, benefits, and performance data are all in sync.
   • Centralized Data Repository: With all HR data stored in a centralized location, accessing and managing employee information becomes much more efficient.
     
     
3. Enhanced Employee Self-Service:
   • User-Friendly Portals: Modern HR portals offer intuitive self-service where employees can access their information, request time off, and update personal details without HR intervention.
   • Mobile Access: Many platforms offer mobile apps, allowing employees to manage their HR-related tasks on the go, further enhancing convenience and satisfaction.
     
     
4. Streamlined Compliance Management:
   • Automated Compliance Updates: HR platforms can automatically update to comply with the latest regulations, ensuring that the organization remains compliant without manual effort. And can send reminders to employees who need to complete mandatory training or submit compliance documents.
   • Document Automation: Automating document generation, storage, and retrieval ensures that all necessary compliance documents are always up-to-date and easily accessible.

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Conclusion

The inefficiencies inherent in manual HR tasks are not only shocking but also detrimental to the overall performance of an organization.

By adopting HR service delivery platforms, companies can automate tedious processes, integrate their HR systems, and empower employees with self-service capabilities.

These platforms not only enhance efficiency and accuracy but also free up HR professionals to focus on more strategic initiatives, ultimately driving the organization forward.

Investing in an HR service delivery platform is no longer a luxury but a necessity in today's fast-paced business environment.

It's time for organizations to embrace technology and overcome the inefficiencies that have long plagued HR departments. The future of HR is here, and it's automated.

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About the Author

Rachel James is the Chief Marketing Officer at Applaud, responsible for elevating the brand and creating market demand. With international experience spanning Asia, the Middle East, and Europe, she brings a global perspective to our product offering and an acute awareness of widespread market trends.