There is always trends that come and go in any industries as well that happen trends in HR too. The hype of trends in HR is based around cutting edge digital technologies. With the evaluation of tech technologies like ML or AI, HR leaders are searching to integrate the methods or such technologies into their system to improve core business functionalities.
While these conditions offer a bright future for new solutions to long-term HR challenges, they can be frustrating for HR leaders. With each new wave of trends and solutions, there is an additional responsibility placed on HR leaders to evaluate and evaluate whether such tools are useful in achieving their goal or whether they are something that can be transferred.
What are HR trends?
In fact, whether the trend continues to become a common practice is determined by the climate in the industry itself. From the availability of a solution to the market, to the cost and psychological well-being of the people at the time, all these factors determine whether the HR trend is sustainable or not.
HR exists primarily for the purpose of improving business performance. The way it does this, is to treat people. Basic HR procedures come in many forms, depending on the size of the obligation the entity places itself in its HR function. What is evident from these processes are the norms in the HR industry.
With that in mind, the purpose of this article is to examine the effective HR trend that has contributed to the development of a common practice. From there, get the details of the HR industry, such as its painful areas and how HR can better treat people to improve business performance as a whole.
Employee Self-Service (ESS) Feature in HR
Long ago, employee self-service software’s (ESS) or HR portals were a major trend in HR. An HR solution actually opens up a website for employees, allowing them to make minor changes to records or requests such as official names, home address, and to apply for leave. The ESS is designed to assist the Human Resource Department, by removing the burden, and making the task of updating the required information easier and more efficient. ESS systems also help prevent problems that may arise as a result of unsolicited updates and provide employees with greater clarity.
ESS and HR sites first appeared in the early 1990’s. The first responders to self-help systems include major global companies such as Pfizer, Dell and Hewlett-Packard. In 2015, with the growth of cloud technology, the adoption of ESS systems was 90% and became a global business symbol.
Benefits of ESS
In addition to the obvious benefits of ESS programs and HR sites, such as reduced costs, improved productivity and efficiency of HR, and compliance and error reduction, there are other aspects of ESS that have made it successful in business.
As a platform, HR portals have brought customer-level information to employees. Many experiences they used to have in their daily interactions with the Internet, making the adoption process easier for employees. With ESS, for the first time, staff information is structured and seen as a strategy to improve business performance. Thinking not only from the perspective of the HR user or business employee but also the staff.
Although the ESS systems were designed to remove the burden on HR teams that gave employees the opportunity to make minor updates and changes, the effect of this was greater than just passing responsibility. What ESS programs have shown many times has been a growing sense of control on the part of employees, a study that has been found to be beneficial in the workplace.
Identifying the Fundamental Need in HR Department
If we look at the success of ESS programs and the integration of HR portals as well, we can learn the importance of HR in recruiting staff in their path. For the solution to work effectively, we need to introduce value to the right employee, and in the case of HR the right employee should be not only the business itself but the people within the business. For HR leaders and businesses looking to implement a new HR solution, a good rule of thumb is to really consider employee knowledge and not just the benefits that can be brought to a business.
The success of the ESS (employee self-service) points to something greater than the need for an HR system that handles small administrative tasks. The proliferation of ESS indicates a major shift within HR, which requires HR to lodge a complaint within their efforts to improve business performance by managing people.
By making the information more accessible to employees, HR teams are actually empowering people and speaking a sense of trust in the company. What the ESS programs presented was not only the tangible value of the HR portfolio, but also the tangible amount of employee satisfaction with a high degree of visual trust, clarity, and control.
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