How to simplify HR processes - EmployeeConnect HRIS
post-template-default,single,single-post,postid-1014,single-format-standard,ajax_fade,page_not_loaded,,qode-title-hidden,hide_top_bar_on_mobile_header,qode-child-theme-ver-1.0.1,qode-theme-ver-10.1.2,wpb-js-composer js-comp-ver-7.2,vc_responsive

How to simplify HR processes

Research from Deloitte has concluded that a massive number of employees worldwide are overwhelmed at work due to increasing complexity in their daily tasks.

In the survey Deloitte conducted, 74 per cent of those questioned classified their workplace as either complex or highly complex. The study found that a lot of this complexity is needless, with many redundant processes and procedures contributing to the issue.

Clunky HR processes can contribute to these complications. The following tips give ways to simplify HR tasks.

Streamline performance reviews

Standard annual performance evaluations for employees can be extremely taxing on the managers involved. Adobe found that its managers were not effectively using their time due to the complex processes involved in these reviews.

In 2012, Adobe stopped conducting annual employee reviews. Since then, the company has adopted a less formalised ‘check-in’ process, where employees and managers touch base when it suits, freeing up time for both parties.

Use HR management software

Integrating important HR processes through specialised software is a great way to eliminate complex processes. It also allows the management of a number of tasks through one portal, removing the need to jump from program to program to carry out daily tasks.

Most software allows for an experience that is tailored to your needs, putting control of workplace complexity back in the HR manager’s hands.

Avoid unnecessary communication

Communication ceases to be effective when staff are overwhelmed by too many meetings, emails and phone calls. If staff are bombarded with messages from a range of mediums, the workplace can begin to seem chaotic, preventing employees from feeling comfortable.

Deloitte advises that this can be avoided by having structured and consistent lines of communication. Planning simple processes for managing the most common calls and emails can go a long way to reducing excessive contact.

It is important to have HR involved in each of these decisions as well. This ensures a consistent method of simplification is used.

Ari Kopoulos

CEO at EmployeeConnect