There’s a reason some companies always seem to be on top of things while others give the appearance of in-laws feuding at a family wedding. It all comes down to HR services. Let’s look at how you could improve the performance of your company through the careful deployment of software designed to streamline and automate your administration tasks.
Recruitment made easy
People are at the heart of human resources. The qualities that the people who work for you bring to the role are reflected in the quality of your goods and services. Therefore, you need good staff that are vast and competent enough to deliver top-notched services.
HR software can automate the recruitment process through targeted outreach campaigns and response templates. Get the staff you need, faster.
Performance monitoring
How are your staff currently performing? If you don’t currently leverage HR software as part of your in-house culture, you probably don’t have much of an idea over individual performances (focusing instead on team performance or even company performance overall).
The little things make up the big things. Where you have one or two staff members who are doing all of the complicated work for a team, you risk overloading their schedules and forcing them to look for alternative employment. This means your previously high-performing team can drop its output to below 50% overnight.
HR software can monitor performance through feedback forms and other tools, monitoring and reporting on performance and staff opinions in real-time.
Development (staff training)
HR software can automate staff training reminders (some training portals may be available through the software). This is beneficial for the company in two ways.
First, where staff feels that their development is being taken seriously by the company, job satisfaction and work output will increase (which also benefits your clients). Secondly, where your company is able to boast regular training opportunities, you will naturally begin to attract top talent.
University leavers and experienced staff from competitor brands will be attracted to the prospect of furthering their career under a business structure that pushes for staff to develop new skills. Ultimately, the staff wants this because they know it can give them a better earning potential. But with the better-trained staff producing richer work, you will be able to pass on the costs of those pay raises to the customer (who will be happy to pay for a flawless service).
Data and analytics
Data and analytics give you legitimate accountability for the business decisions on which your company is based. Let’s take the example of a law firm that has experienced significant growth in leads and revenue – of a single department – over a two-year span. The company can reasonably look to expand efforts to develop a new department, increasing their market share.
Where data and analytics from HR software show staff have regularly reported that complementary services were requested by clients (such as help with business property law following a business debt issue), the company can reasonably use the data to support the development of a new department. Of course, this is merely a single example. The data you gather can be used to back your decisions regarding any aspect of your company.
