Topics covered
Takeaway
As workplace tech continues to evolve, it’s essential for HR teams to face the terms they might find “frightening.” By consolidating systems, embracing automation and leveraging employee self-service software, HR teams can overcome their fears and shift their focus from tedious tasks to what matters most: your people.
The fall season is here! For many, it’s a time to cozy up with pumpkin spice, comfy sweaters and scary movies. It’s also the perfect time to confront some of the spooky terms that might be lurking in our workplaces.
You’ve probably heard the saying, “Do one thing every day that scares you.” It’s often attributed to Eleanor Roosevelt. But the quote isn’t about watching scary movies; it’s about stepping outside your comfort zone and learning something new.
So what are some HR words that make you shudder? Let’s take a look at five common “scary” terms and explore ways to manage them with confidence.
1. HR automation
What is it?
HR automation is the process of using software to automate and streamline repetitive, time-consuming tasks.
Why is it scary?
Sometimes HR automation is perceived as “taking the human out of human resources,” which couldn’t be further from the truth. HR automation is about streamlining — and even outright eliminating — tedious, error-prone manual processes so HR can focus on initiatives that move your business forward, like recruiting top talent and strengthening compliance.
How can we manage it?
It starts by understanding your organization’s needs and identifying which manual processes and repetitive tasks can and should be automated, like payroll and time-off decisions. A sound strategy and the right HR tech can help enhance the efficiency, accuracy and productivity of your HR department.
2. Multiple systems
What is it?
Multiple technology systems — sometimes called a tech stack — are when organizations use more than one system to tackle different tasks, such as payroll, benefits, and time and attendance.
Why is it scary?
Using multiple HR systems can lead to a combination of errors, inefficiencies and compliance risks. Because they rarely work in sync, HR pros must enter data manually across several apps, opening the door to costly errors — and at the very least — hours of needless data reentry.
How can we manage it?
Keeping all HR functions within a single system not only improves efficiency, but also helps your bottom line by reducing the need for multiple costly systems. There’s no more juggling separate logins and passwords, and you can say goodbye to data reentry because data flows seamlessly to every tool.
3. Database
What is it?
A database is a collection of information typically stored within a technology system. Examples would be an employee database or a payroll database.
Why is it scary?
Having access to a wealth of data is a good thing, but databases can be overwhelming due to the amount of information they contain. They can also be scary when there’s uncertainty about the accuracy of the data, especially when critical business decisions rely on it.
How can we manage it?
One way to increase the accuracy of data is to let the people who know the information best enter it: employees. Employee self-service technology empowers them to enter and manage their HR and payroll information themselves, often through a mobile app.
Self-service tasks can include entering and updating contact information and direct deposit details as well as enrolling in benefits, entering time off and reviewing paychecks before submission. It gives workers the power they deserve and frees HR from tedious manual tasks.
4. Manual paycheck
What is it?
A manual paycheck is a paper check issued to an employee outside the usual payroll system.
Why is it scary?
Manual paychecks can be a sign of errors in the payroll database. Manual checks can be issued because of incorrect tax withholding information, mistakes with employee hours, managers forgetting to submit vacation/sick pay and pay increases not being processed on time. Issuing manual paychecks also creates additional expenses for organizations.
How can we manage it?
Organizations can use an automated payroll software that finds errors and guides employees to fix them before payroll submission. This helps ensure accuracy, giving workers payroll peace of mind and moving HR from managing payroll to simply monitoring it.
5. Legacy systems
What is it?
Legacy systems are outdated hardware or software that are still in use.
Why is it scary?
Legacy systems can be slow to operate, expensive to maintain and susceptible to security risks. They also limit productivity and compound employees’ stress as they waste time creating workarounds and compensating for inadequacies.
How can we manage it?
A single, easy-to-use HR software helps companies overcome stress and burnout from too much tech. A truly single HR software creates a seamless, simplified experience for your employees and HR team.
The solution
The workplace is constantly evolving and with that comes new and “scary” things we must be willing to learn about and manage, especially where technology is concerned. To recap, here’s how HR departments can put their fears to rest.
Self-service technology
Have an organizational technology strategy. Then align your HR tech strategy with it and use HR automation where it has the best return on investment. Modern employees expect a seamless tech experience at work just as they do in their personal lives.
Implement self-service technologies to increase effectiveness and efficiency. An automated payroll software self-starts each period, pulling live employee data that affects their pay. It notifies employees and managers of pending payroll tasks and automatically finds errors and guides employees to fix them before payroll submission.
A truly single HR and payroll software
Regularly evaluate the current technology to meet the needs of a changing business environment. Modern technology isn’t just nice to have. It sets your organization apart from the competition.
Now is the perfect time of year to step out of your comfort zone and learn how a truly single HR software connects employees with their data to reduce trust-breaking errors. It also automates tedious, time-consuming tasks so HR pros can focus on people, not fixing preventable problems.
