Working in Human Resources can be a role in which you have to have your hands in many proverbial pies, helping to organise many things at once and staying on top of all employees. However, there are some ways in which staff can support themselves more and take some of the pressure away from HR. In this article, discover the HR solutions that can allow staff more independence within the workplace, and allow time for HR staff to focus their energy on larger issues.
Especially in larger businesses, managing employee absences and holiday entitlements can be an arduous task and can fall on the shoulders of the HR department. However, line managers and even office managers can also benefit from having a clear outlook on their staff’s holiday requests and having quick access to employee absence records.
By introducing an employee absence management system that employees can access themselves, or line-managers and office managers, HR can offer support for queries or more complex requests but leave day-to-day practices up to employees. This means staff will be able to book holiday themselves, and managers will be able to approve it without going through Human Resources. It’ll also mean managers can mark unplanned absences and having records to hand in the instance they are needed.
These systems can be overseen by HR to ensure that staff are working to company policies, but it can mean simpler tasks like booking holiday or marking an unplanned absence doesn’t need to be run through the Human Resources Department.
Now, we know that inter-office communication doesn’t fall down to HR, however, settling potential disputes can. The more effective communication is within a business, the less likely that issues arise such as confusion or even disagreements which might require the mediation of HR.
If you are finding that there are more communication issues within your business than is expected, then implementing an open and easy-access communication system might be a wise step. Even in smaller businesses where noticeboard memos might be the norm, embracing electronic communication can help improve relations across the business. This can mean all staff receive messages in a timely and professional manner and can also mean that there is a clear communication channel should they have any enquiries.
In many instances, it can be the job of HR to oversee or facilitate staff training and progression, especially towards the earlier end of their career when they are learning essential skills for the role. However, with multiple employees in different positions, keeping a clear and concise record of employee training can become a larger task than needs be.
By creating online or physical training records, employees can be sure to keep updated on the training they have received and that they have yet to take on. This can also be a great way for employees who wish to advance or train to find potential sessions they’ve not received (perhaps lessons pertinent to other roles in the business) and take them up in their spare time.
For HR staff, having a record of training levels across the board can mean organising staff training sessions and updates can be a much quicker affair, and it can also mean that for companies where staff training is done independently, you can quickly see a record of where various employees are on their journey.
Another instance where the Human Resources Department can be the first port of call for an employee at any level is to ask a question pertaining to employee and company policies. Although these questions tend to be small and easily answered, it can be a time-consuming task that is easily cut out of the day.
Ensuring that you have up-to-date versions of all company policies and employee handbooks available online and outside of the office network can mean all employees are able to find answers to basic questions themselves. This can be beneficial for those that don’t want to ask questions but might have them (for example, an employee who may be considering leaving the business but unsure about notice periods.)
This information can also be updated whenever a common question occurs. Although there will be instances where HR will need to be contacted to answer a question, there are many that they needn’t be and offering all information in an up-to-date and in-depth format can give employees the answers they need without having to reach out needlessly.
• Personal Employee Absence Management
• Open, Easy-access Communication
• Online Training Plans and Records
• Clear Employee Handbooks and Company Policies
By putting these four processes into the hands of employees, HR staff can find time freed up from small enquiries. This by no means should mean that HR closes themselves off to staff, but rather, offers staff the opportunity to take matters into their own hands at the first stage.
At Phase 3, we can offer assistance across all levels of HR, People Management and Payroll. From implementing new systems like iTrent, CoreHR, Sage People and others, to offering advice on on-going problems, get in contact today to see how we can help your business. For more advice, visit our blog.
Assad founded Phase 3 in 2004 and is responsible for the strategy, growth and finances of the business.
