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As the name implies, a Human Resource Management System (HRMS) is a tool that helps firms manage, simplify and automate their HR Operations. It gives HR professionals the freedom (and time) to focus on strategic tasks that can improve the firm’s productivity, engagement and efficiency.

But did you know that an HRMS offers many benefits at the organisational level as well? Here are 5!

1. Prevent employee ‘brain drain’ and keep (re)hiring costs down

An HRMS can help balance the employer-employee relationship to improve employees’ performance and ensures alignment with the employer’s strategic objectives. An HRMS system like Spine HR Suite can play a vital role in building this alignment. It can also help HR teams design employee engagement and retention strategies to enhance employee motivation and morale. This prevents employee brain drain so firms don’t need to hire replacements. This then minimizes org-wide hiring, training and on-boarding costs.

2. Employee Information Management helps a company know its employee ‘partners’ better

Today’s employees want to be seen as ‘customers’ or ‘partners’ rather than ‘workers’. An HRMS that is easy to use and provides ease of access, not only by managers and HR staff but by employees themselves (especially if this ‘employee self-service’ is tied into ‘mobility’), can help increase transparency and openness within the firm. This can improve employees’ workplace experiences and thus lower attrition rates. In addition, firms that have up-to-date information about their employees will be able to understand them better (for e.g. through 360-degree appraisals reporting or surveys) and design policies and programmes to keep them engaged and motivated.

3. Save time and money on payroll processing

An HRMS like Spine HR Suite can simplify the calculation of payroll and other financial records like tax deductions, arrears, overtime, claims, incentives, etc. By automating these time-consuming tasks, an HRMS helps organisations focus on developing their most important asset – their employees.

4. Data and information security

An HRMS is a reliable way to secure and protect your critical data. If you implement an on-premise HRMS (i.e. through in-house installation), your data is stored behind your own firewall which provides an assurance of data security and control. With a cloud-based HRMS, you also get secure data storage, albeit from the cloud.

5. Learning and development for employees that can propel a firm into the future

Businesses and organisations can benefit from using HRMS with an integrated Learning Management System (LMS). An HRMS with LMS integration can be used to design employee training/learning modules, track their development and identify their future learning needs. These features may be combined with employee performance goals and incorporated into their assessment system. This can help foster a culture of continuous learning and ensure that the organisation does not suffer the effects of under-prepared or under-trained employees.

The right HRMS can make a huge difference to a company’s prospects for future growth and success.

Choose an HRMS that works as hard as you do. For inquiries about a demo on Spine HR Suite or to be a channel partner, contact us today!

Corporate culture: an organisation’s shared norms, values, attitudes and beliefs that characterize its policies and behaviors, and communicate its vision and purpose to stakeholders

In his book The Culture Cycle, James L. Heskett wrote that effective culture can account for 20-30% of the difference in corporate performance compared to “culturally unremarkable” competitors. Deloitte’s research also found that 94% of executives and 88% of employees believe corporate culture is important to a business’ success.

Here are 5 ways to build a strong, coherent, remarkable corporate culture and boost your company’s chances for success:

1. Define your company’s vision, mission and goals

A healthy corporate culture cannot exist without goals. Define clear goals that are aligned with the company’s vision, mission and aspirations. Make sure employees are aware of these goals and how their work ties into these objectives. If possible, involve them in the goal-setting process so they know that their inputs matter.

2. Make work meaningful and purposeful

The modern employer-employee relationship is no longer strictly transnational and driven by a ‘9 to 5’ schedule. Employees want to do work that has meaning and purpose, and goes beyond workflows and simple ‘profile-building’ to provide professional and personal satisfaction. To create a healthy company culture, provide meaningful work and let employees know their contributions make a difference to the company’s vision, mission and goals. Institute a reward and recognition programme to acknowledge their efforts and let them know their value.

3. Promote open communication focused on ‘listening’

According to research by Culture IQ, 86% of employees at companies with strong cultures feel their senior leadership ‘listens’ to employees. It’s not enough to encourage employees to ask questions, provide feedback and offer suggestions. It is critical to do something with those suggestions and that can only start with listening. Make sure employees know that their ideas are valued even if they are not implemented. And needless to say, punishing employees for their honesty will not create a healthy culture.

4. Make employee wellness a priority

The issue of mental health in the workplace is garnering attention all over the world. What does your company do to ensure that employees are mentally fit and therefore able and motivated to do the work assigned to them? To help them deal with pressure, institute a wellness programme or provide an on-staff psychologist. Encourage them to eat healthy, exercise and pursue hobbies outside work. Promote work-life balance and telecommuting.

5. Ensure zero tolerance for disrespect

A company where disrespect, bullying and worse, harassment, are accepted as ‘normal’ will never be able to build a healthy culture or enjoy business success. Define the meaning of ‘acceptable’ and ‘unacceptable’ behaviors. Design policies that ensure zero tolerance for employees (or management) who indulge in unacceptable behaviors. Institute a confidential helpline to promote openness and honesty. Encourage positivity and interactive social connections.

Culture-building is not a one-time, passive activity but an ongoing effort that incorporates elements of employee engagement and percolates across every level of the hierarchy.

What do you do to promote a healthy corporate culture in your company?