People Management: Priorities for 2012 Part II

The arrival of 2012 will see many companies wanting to start the New Year on a good note, and put out a list of priorities that need attention.

Previously we tackled employee engagement and retention, and the need to reduce red tape and unnecessary administration. The article also talks about absence management as well as management of older and temporary workers.

Attendance software will be very useful to address these issues, especially a time attendance system that utilizes a time sheet will be able to track employee attendance and absence. This time attendance system will also incorporate online leave application, allowing employees to apply for leave from a computer, cutting out the need to fill up manual leave forms and submit them. This not only cuts down on the red tape previously talked about, but also records every instance of absence and leave taken that will allow employers to monitor and manage human resource effectively. This form of leave application system will make lives for employees and employers alike much easier. Employee leave management is an aspect of any company that cannot be overlooked.

Having a time sheet will also ensure clarity for employers in sorting out payroll issues, especially for temporary workers. During this holiday season, many temp workers have come and gone, and sorting out who gets what amount, excluding days of leave and off, can be a real hassle and a complicated task. A clear time attendance system and time management system will show each temp worker’s attendance and can be easily used to generate the payslip for each worker. This will greatly reduce the administrative work for the employer, as everything can be done digitally.

These human resource management systems will help employers in managing the performance, presence and leave of their older workers as well. Having a wide range of employee types, from temp staff to more senior staff, may confuse a boss, unless he has the necessary software to aid him.

Your company will have a great start to 2012 indeed, as these important issues can be resolved simply and effectively.

People Management: Priorities for 2012 Part I

2012 is upon us, and companies all over the world are setting their goals and priorities for the New Year, if they haven’t already done so. This artcle mentions 10 aspects of employee management that every company should take note of.

Engagement is the first and most major aspect, as employees will be considering leaving their organization if there are not enough opportunities for promotion and training, and career prospects seems bleak. Employees are consistently looking for new growth themselves, and as the company grows, stagnation in their careers and payslips will not be good for morale and management.

A learning management system will help boost employee morale and performance, as employees will be able to apply for courses and training online, efficiently and quickly. Selection and choice of courses will depend on employee performance, and as such as an employee performance appraisal system is very useful to identity employees who have potential and drive to succeed in the company. This creates a cycle of performance, where employees who have gone for courses will be even more motivated to perform and do well for recognition.

Thus, a learning management system, or LMS, will benefit from co-usage of an appraisal management system or a performance management system where outstanding employees can be selected for grooming, settling the first issue of engagement.

This online digitization of employee performance evaluation and learning management will cut back on administrative lapse and red tape, which is the another issue companies have to address in 2012. The article mentions the need to cut back on bureaucracy and resolve issues in “poor performance management, poor training and a lack of investment in workers”.

A performance management system and appraisal management system will help address this problem, as employees’ careers and development can be tracked more easily now. Employee performance evaluation can also be tied to software for payroll, so a good appraisal or evaluation will directly affect payroll and an employee’s payslip. They will have added incentive to perform well. Employers will also now be able to monitor employee performance much more easily, without the previous hassle and difficulty of manual monitoring.

The company benefits from reduced red tape and administrative costs, and the human resource benefits from a much more streamlined workforce that engages them fully and completely. The perfect solution to this New Year’s resolution is in these human resource management systems.

Part II next week looks at the issues involving absence management, and managing older and temporary work staff.

Simplifying Human Resource Management

Human resource management, or HRM, is often times the backbone of a growing company. If it is done right, it can motivate people, resulting in a good working atmosphere, and drive the company to greater heights, but if it is done poorly, it can bog down the company in inefficiency, inane administration and employee dissatisfaction.

The article above states that HRM “should add value to the strategic utilization of employees and employee programmes”, and there is no better way to do that than with a capable performance management system and learning management system. A task that might have been previously complex and difficult to tackle solution-wise will now have been made simpler with this implementation of HR software. This software for human resource will motivate employees to aim higher while maintaining ease and clarity for employers.

With the use of HR software like HRIS for example, employers can access employee performance appraisals digitally, and can submit employee performance evaluations and staff performance appraisals into the database, making work easier and allowing all necessary information for individual employees to be gathered centrally.

These employees can also view courses and training opportunities they might want to attend, and be able to apply for them online with just the of a click of a button. This learning management system will greatly benefit workers wanting to improve.

The use of this central employee information pool is therefore double-pronged, with employers submitting performance appraisals and evaluation, and employees choosing courses they want, with matches made based on their performance eligibility. Human resource performance management is thus made more straightforward, with the technology linking both employer and employee.

This HR solution is the answer to making human resource work for you, and will help your company to do it right, to rise to greater heights.

Next week, we'll round off the year by looking at what kind of priorities HR should look at in 2012.