But, what are HR technologies and how could they benefit you? We believe that the following HR technologies can help you drive performance and employee engagement.
Human Resource Information Systems (HRIS)
HRIS is a human resources computer software system. HRIS has the capability to maintain employment records and can create reports in relation to human resource initiatives such as absence and performance management. This then facilitates the use of people-data in analytical processes to solve organisational issues, also known as HR analytics.
In addition, in light of the forthcoming General Data Protection Regulation (GDPR), now more than ever, organisations need to consider the sensitivity and security of the data they hold. We strongly recommend HRIS as a central database where documentation can be stored.
Ticketing Management Software
Ticketing Management Software (TMS) which is usually utilised via an online portal, acts as an intermediary between employee and employer, allowing employees to raise questions or make requests. TMS keeps each “request” sorted by employee and can be ranked by time or importance. It is also able to keep track of what has been taken care of and what still needs to be done. TMS also allows the employer to respond to requests with much less effort than other systems as documentation such as HR forms and policies can also be stored within the portal. This increased efficiency therefore means that fewer hours are required to resolve requests, which can ultimately increase employee engagement.
Employee pulse surveys
An employee pulse survey is short and specific, usually about 5-10 minutes long, focusing on specific areas of interest or to monitor trends.
Acting quickly on a pulse survey is very important. Surveys are able to be completed quickly since they are very focused, so organisations should be ready to respond swiftly. As they are so short, surveys can also be sent as regularly as every week, allowing organisations to collect data and understand trends more frequently.
When designing your pulse survey, focus on the objectives of the survey; keeping some questions the same each week will allow you to measure trends over time.
Digital learning
Digital learning is delivered and enabled using electronic technology for the explicit purpose of training or development.
Digital learning is flexible, giving employees the freedom to learn at their own convenience, and at a pace that is right for them. For geographically dispersed organisations in particular, digital learning speeds up the delivery of training and ensures that the message is communicated in a consistent fashion. In addition, digital learning also reduces time away from the workplace by eliminating the need for travel, thereby creating time and money savings.
But, what are HR technologies and how could they benefit you? We believe that the following HR technologies can help you drive performance and employee engagement.
Human Resource Information Systems (HRIS)
HRIS is a human resources computer software system. HRIS has the capability to maintain employment records and can create reports in relation to human resource initiatives such as absence and performance management. This then facilitates the use of people-data in analytical processes to solve organisational issues, also known as HR analytics.
In addition, in light of the forthcoming General Data Protection Regulation (GDPR), now more than ever, organisations need to consider the sensitivity and security of the data they hold. We strongly recommend HRIS as a central database where documentation can be stored.
Ticketing Management Software
Ticketing Management Software (TMS) which is usually utilised via an online portal, acts as an intermediary between employee and employer, allowing employees to raise questions or make requests. TMS keeps each “request” sorted by employee and can be ranked by time or importance. It is also able to keep track of what has been taken care of and what still needs to be done. TMS also allows the employer to respond to requests with much less effort than other systems as documentation such as HR forms and policies can also be stored within the portal. This increased efficiency therefore means that fewer hours are required to resolve requests, which can ultimately increase employee engagement.
Employee pulse surveys
An employee pulse survey is short and specific, usually about 5-10 minutes long, focusing on specific areas of interest or to monitor trends.
Acting quickly on a pulse survey is very important. Surveys are able to be completed quickly since they are very focused, so organisations should be ready to respond swiftly. As they are so short, surveys can also be sent as regularly as every week, allowing organisations to collect data and understand trends more frequently.
When designing your pulse survey, focus on the objectives of the survey; keeping some questions the same each week will allow you to measure trends over time.
Digital learning
Digital learning is delivered and enabled using electronic technology for the explicit purpose of training or development.
Digital learning is flexible, giving employees the freedom to learn at their own convenience, and at a pace that is right for them. For geographically dispersed organisations in particular, digital learning speeds up the delivery of training and ensures that the message is communicated in a consistent fashion. In addition, digital learning also reduces time away from the workplace by eliminating the need for travel, thereby creating time and money savings.
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26 January 2024
HR advice for charities
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