The job scope of HR professionals have expanded over the years. Their complex responsibilities see them turn towards advanced recruitment and talent management technologies in order to improve their work flow and foster a more productive body of employees. We explain how SaaS is able to help HR professionals – and the company – maximise their time wisely.
Although we’re already halfway into January, it’s still not too late to set new HR resolutions for your organisation! There’s no time like now to spring-clean out-of-date files and systems, or to get feedback from new hires. Most importantly, it’s also a good time to take a step back and focus on what can be done to maximise productivity – to do so, here are three new HR habits that you should be making in 2015.
1. Be best friends with the computer.
Recruitment technology has improved by leaps and bounds, and this is set to accelerate. HR technology does not only involve online recruitment; it aims to streamline a tedious process and helps save costs too! For example, Software-as-a-Service (SaaS) solutions, as its name suggests, combines software with services.
You may ask: How does this lower costs? Well for starters, SaaS solutions can help organisations meet their HR needs with increased accuracy and speed. It also frees up time spent on HR-related work, which in turn enables you to focus on your core business while not neglecting your HR needs.
Since there is no one-size-fits-all solution when it comes to talent and recruitment management, you can exercise flexibility to match your unique needs with SaaS. By using the right tools, you can even reach out to older workers who are not as tech-savvy as their younger counterparts!
In a nutshell: Allocate manpower to where it’s needed most, and leave the rest to technology.
2. Work and even recruit anywhere
With the Singapore government taking a pro-family stance, one of the practices that it would like organisations to adopt is flexible work arrangements. This would see more Singapore-based companies developing arrangements that allow their staff to work from home. Advantages of organisations doing so include saving on rental costs (you’ll need less office space when more staff are working virtually), and increased overall productivity as staff would feel more motivated when they enjoy flexible work arrangements.
Thus, it is time to heed the government’s call and exercise flexibility when it comes to employees’ working arrangements. It isn’t a one-way advantage – since your talents are now living in portable connectivity, you can also execute your HR duties without being in the office. Some ideas include vetting resumes and portfolios online, or carrying out face-to-face interviews via webcams.
In a nutshell: Remote working is here to stay, even for HR professionals.
3. Take a good hard look at big data
What is big data (or analytics) and how does it relate to HR practices? Firstly, with the right data, you can now compare your talent against competitors and peers and secondly, it can help to identify talent and match it to your organisation’s needs. Engagement rates and other HR matters such as staff retention and planning have improved in companies that have wisely jumped onto the big data bandwagon – and it is time to do the same for your organisation too.
In a nutshell: Big data is your shiny new HR crystal ball, so use it!
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