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2 Surprising Benefits of Employee Self-Service

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2 Surprising Benefits of Employee Self-Service

Times are a-changin’, and HR leaders are feeling it.

According to a 2016 Pew Research Center report, technology-driven shifts have increased a sense of self-reliance and independence in individuals. According to the study, “Nearly nine-in-ten Americans today are online up from about half in the early 2000s […]. Roughly three-quarters of Americans now own a smartphone, with lower-income Americans and those ages 50 and older exhibiting a sharp uptick in ownership over the past year.”

However, some HR methods like tedious paper-based forms fall short by not giving employees the technological autonomy to which they’re accustomed. This disconnect is problematic, especially as today’s employees increasingly expect the same technological standard in the workplace they experience outside of it.

If HR leaders want to give employees what they want, then they should utilize workforce technology – namely employee self-service portals – and allow employees to manage their information from day one.

Not only does giving employees full access to a single login system let them find answers to frequent payroll and HR questions, quickly receive training and make certain changes to their personal information when needed, it also relieves the busy HR professional from answering endless employee queries.

Still not convinced? Below are two more reasons why employees should be able to utilize HR technology.

1. It is More Efficient

Think back to the last time you put gasoline in your car. Chances are you pulled into a busy station, got out of your car, paid at the pump and filled your car with gas. But this wasn’t always the case. In the past, attendants waited outside of pumps and each time a person pulled his or her car up, the attendant pumped the gas. Although this method had its merits, it slowed down both progress and profit for stations. People were capable of pumping their own gas. Therefore, gas stations eventually accommodated them with pay-at-the-pump technology.

The same can be said for HR departments. With options like employee self-service portals, the employee of today is capable of uploading and managing his or her information. However, many HR professionals still manually enter employee data. Employers trust employees to do big things every day — things like performing open-heart surgery and erecting office buildings. Why wouldn’t companies allow those same employees to verify and enter their personal information? This autonomy allows HR leaders to focus on high-level work, like helping employees and the business thrive.

An article by the Society for Human Resource Management echoed this sentiment. “Employee self-service portals allow employees to have quick and easy access to HR-related transactions and services that HR personnel would otherwise have to provide. This can reduce HR’s tactical duties and free up time for more strategic pursuits, with realized cost savings in time and efficiency.”

2. It Can Mitigate Exposure

It may seem counter-intuitive, but giving employees access to their information actually can mitigate exposure for businesses. Take the example above of an employee self-service portal. When new employees complete forms electronically, they ultimately are responsible for collecting, entering and approving their information. They’re also responsible for ensuring their data is correct. If trusting employees with this task seems scary, remember: They know their information better than anyone does, and they have a stake in confirming its accuracy.

With Paycom’s technology, your employees have instant, online access to their own employment information, including compensation, on-demand training and performance goals, and reviews. It’s time for leaders to take advantage of technology that empowers both employees and HR departments. That’s what we call a win-win.


Brad Richardson

by Brad Richardson


Author Bio: Brad Richardson, Director of Business Intelligence, joined Paycom in 2005. With more than 25 years’ experience in leadership roles, including managing a $100 million commercial real-estate portfolio at MetLife and two car dealerships, Brad focuses on developing future leaders as well as refining processes in order to support Paycom’s growth. He earned his bachelor’s degree from Southern Methodist University and his MBA from the University of Texas at Dallas. Outside of work, he enjoys playing golf, traveling and spending time with his wife and three children.

talent shortage

How the Talent Shortage Threatens Your Business’s Bottom Line

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Human nature and the rapid pace of the workday sometimes conspire to force us into a myopic view of our organization. For instance, we may be so concentrated on attacking a problem within our department that we neglect to consider if the issue has infiltrated other departments as well.

If the issue is filling head count with qualified candidates, assume it has spread like a virus, to every room of every floor. Your business cannot afford to do otherwise.

While the problem is global, it is worse in the U.S., where 46% of all organizations currently experience difficulty filling open positions. Not only is that number up from 32% in 2015, it’s at its highest rate in 10 years. Experts predict it will rise even higher, meaning the war for talent just got harder.

The skills gap

The irony is, with an improving economy and an employment-to-population ratio around 82%, more people are in the American workforce now than in nearly a decade. So shouldn’t employers be inundated with résumés?

In general, they are … but not with the right kind of résumés. Almost 20% of applicants lack the experience companies seek. An equal number do not possess the necessary, specific hard skills the positions require, such as computer programming.

This skills gap has led to longer open positions. This year, the average is a full month: 31 days. Ten years ago, it took eight fewer days. How long can your business get by with letting critical functions go unfilled?

A domino effect

Arguably, the most obvious effect caused by open positions is lower morale among staff members, particularly those who have to pick up the proverbial slack. Having extra work atop their regular duties lowers their productivity, which in turn, lowers quality.

Before long, customers will take note. Perhaps they notice the product is not up to the company’s usual standard, or that your service may be lacking. Or, worse, they notice both. Either way, your competitiveness in the marketplace takes a hit, and we know the effect that has on the bottom line: not the desirable kind.

Ultimately, in a talent shortage left unaddressed, your business experiences all of the above, plus higher turnover. And higher turnover only compounds the problem that started this whole mess!

 Steps to take

The good news is, good news exists. The proper HR technology can streamline, speed up and automate your recruiting processes to attract more qualified candidates and filter out the unqualified ones. Automated preboarding helps keep new hires looped in, so they are not lost to the chasm of time between the job offer and Day 1.

The bad news is, if you don’t take such steps, and outdated, manual processes continue to rule the roost, your business will suffer defeat in the war for talent.

For more information on the current talent shortage, as well as strategic steps organizations can take on a path toward victory, download our free infographic, How the Talent Shortage Harms Your Entire Business.

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Posted in Blog, Featured, Talent Acquisition

Rod Lott

by Rod Lott


Author Bio: As Paycom’s Creative Services Manager, Rod Lott brings more than two decades of experience in marketing, advertising, branding and journalism. A published author and a graduate of the University of Oklahoma, he has worked with such brands as Blue Cross Blue Shield, Sonic Drive-In and OU.

The 1 Thing Efficient, Happy and Motivated Employees Have in Common

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Efficiency, happiness and motivation: These traits characterize the ideal employee, but how can today’s employers inspire their workforce to have more of each? Through the use of carefully chosen technology. Here’s how technology factors in to developing your employees into the best they can be.

Click here to see Jacob Morgan’s SHRM-certified on-demand webinar “How to Win the War for Talent and Crush the Competition” on how the world’s top companies are redesigning work around their people by focusing on three environments: culture, technology and the physical workspace.

Efficient employees

Of course, your employees are not machines. Efficiency for your business means employees are doing the right things at the right time; as management consultant Peter Drucker put it, “Efficiency is doing better what is already being done.” The work you hired them to do is performed with excellence.

Technology goes hand-in-hand with efficiency, and that can make your employees happier! In fact, as reported by Access Perks, 92% of employees say having the tech to efficiently do their jobs improves their overall satisfaction in their work. Employees don’t want just any technology; make sure you’re offering the latest tech that can help them perform better in their roles.

Happy employees

Whether your employees are happy can affect many things within your workplace. More than a feeling your people exhibit from 8 to 5, happiness speaks to their satisfaction in their role within your company. When your employees love what they do, that’s how you know they’re happy in their jobs.

The employee experience is the sum of all things good or bad in an employee’s time at your company. A positive employee experience leads to happier employees who are more willing to accept growth and change, and are emotionally prepared to handle the occasional setback.

Jacob Morgan, author of The Employee Experience, describes technology as a key factor in building a positive employee experience. His research shows that 81% of workers say technology is the most important factor in their happiness at work, and 86% say that when their company’s technology is ahead of the curve, they love their job. When employees love their jobs, they become more motivated for the success of the company that has invested in them.

Motivated employees

According to Forbes magazine, motivation leads to productivity, allowing for more work to get done and boosting your bottom line. Chances are, no matter the quarter, your HR team has looked for innovative ways to motivate and engage employees. Incentives, prizes and pizza parties are obvious choices in the search for employee motivation, but is a “prize” the best method?

One powerful motivator that isn’t just another prize is technology; according to PricewaterhouseCoopers, at 48%, nearly half of the American workforce says that new technology is an effective motivator. Are you providing the state-of-the-art, user-friendly tech that can motivate your workforce?

Technology that is up-to-date and simple to use can help you provide the environment your employees need to thrive.  As tech-dependent millennials make up a larger share of the workforce, and Generation Z digital natives begin their careers, technology increasingly becomes a critical part of the employee experience.  Help your employees meet their maximum potential by providing the right technology to keep them efficient, happy and motivated.

Looking for a deeper dive into the employee experience? Check out the HR Break Room podcast episode, “Happy Employees = Happy Customers: The Equation for a Winning Workforce” with author Jacob Morgan.

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Posted in Blog, Employee Experience, Featured

braeden.fair

by Braeden Fair


Author Bio: Braeden Fair produces webinars and podcasts for Paycom, in addition to writing content for the company’s blog and its employee culture magazine, Paycom Pulse. A graduate of Oklahoma Christian University, he managed social media for the college’s student life division and worked in the broadcasting departments of the Oklahoma City Thunder and the Dallas-based sports-talk radio station The Ticket.

Employer Brand

Why Your Employer Brand Matters

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Hello. My name is Amy, and at one time, my Coca-Cola rugby shirt was my most prized possession. Chances are you – or someone you know – had at least one and felt the same way. Those preppy, color-blocked beauties with the classic Coca-Cola scroll were pure Americana. They were so rad.

They were also uncomfortable. The material was thick and hot, the boxy shape was cumbersome and the collars were stiff. So what would inspire millions of sensible people to pay good money and outfit themselves in one? The answer: brand power.

Brands amplify the personal traits and characteristics of which we’re most proud. Brands show others who we are and want to be. They’re a fiercely personal association that sways our decision-making, regardless of whether we like to admit it, and they’re just as powerful today as they were in 1985.

If you don’t believe me, just embroil yourself in a debate about Macs vs. PCs, or Target vs. Walmart. Two things will happen immediately. First, regret will overwhelm you. Secondly, as voices rise and tempers flare, you’ll see that brands continue to serve as an extension of who we believe we are.

Great expectations

While the influence brands have over us remains strong, what we expect from them has changed. Today, companies can’t win customers by building a brand the old-fashioned way, with logo-emblazoned gear, slick photo shoots and ads in glossy magazines. Cultivating a trustworthy brand requires transparency. We want to know which brands mirror our values and operate in a way we believe in, too.

And we can, thanks to the internet. Now, not even the slickest ads in the world can spare brands from the destruction that negative reviews, an exposé on unethical practices or a shocking YouTube video can bring. The power of shaping a brand now lies with the company who owns it and the customers they serve.

Why it matters for HR and recruiting

So what does this have to do with your company’s reputation as an employer, aka your employer brand? Everything.

Just as consumers choose products based on brand identity, candidates choose jobs based on employer brand. Consumers want transparency. Candidates do, too. Review websites like TripAdvisor and Yelp offer consumers a forum to share honest experiences with thousands of people. Major job sites like Glassdoor, LinkedIn and Indeed provide employees a similar outlet.

And candidates pay attention. Much like consumers contemplating a big purchase, candidates planning to make a big move do research. Before applying, 62% of job seekers will use social media channels to evaluate a company and 76% will view an employee’s LinkedIn page, while 60% consider word-of-mouth to be their best source of information.

To nab today’s top talent, you must enter the conversation and cultivate your employer brand.

Isn’t that marketing’s job?

Although the similarities between the consumer brand and the employer brand would suggest it, that’s not the case. And shaping or managing your employer brand doesn’t just belong to HR, either. Because your employer brand has to portray your company’s employee experience accurately, everyone who has a hand in shaping that has a hand in cultivating the employer brand.

Download our new, FREE white paper: Discover Who Owns the Employer Brand? (Hint: It’s Not Just HR)

Once you understand the role everyone in your organization plays in cultivating the employer brand, you can begin making steps toward recruiting, hiring, onboarding and retaining the talent your business needs. Then, take some time to design an awesome (and hopefully comfortable) employer-branded shirt. Your workforce will be just dying to wear it.

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Posted in Blog, Featured, HR Management, Talent Acquisition

Amy Double

by Amy Double


Author Bio: Amy, a tenured professional in sales and marketing with over 10 years of experience, is dedicated to creating content focused on helping organizations achieve their business goals. As an experienced writer, Amy is committed to researching and blogging about topics that affect businesses across multiple industries, including manufacturing, hospitality and more. Outside of work, Amy enjoys reading, entertaining and spending time with family.

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