Is HRMS Self-Service Now An Essential Feature?

Do you remember the very first time that you saw self-service functionality in an HRMS (human resource management system)? I remember being amazed and pleased at self-service, because employees as well as managers would be capable to access information on demand. In current years, self-service choices have increased and it is now a generally offered aspect in several HRMS applications. Not everyone picks to implement it, but is this realistic in today’s world? Could an HRMS system function without the input of employees as well as managers?

Here are few reasons, why self service HRMS abilities should be a significant aspect : -

HRMS Self-Service can Diminish and Refocus HR Tasks

As there are so many companies who exist in market without HRMS self-service, it is a choice to live without it. Though, it puts a heavy saddle on your HR staff to be accessible for all administrative jobs; employee address modifications, registering for a course, managers who wish to view the compensation of their teams, etc. By keeping HR as a transactional data entry drone it ahead strengthens the idea that HR exists to do admin, rather than being a right partner to the business.

HRMS Self-Service Functions are Familiar to the User

Managers as well as employees are familiar with a self-service world: filing taxes, banking, signing up for classes at the gym, all of these jobs are simply done by a person who is online at home. So, if you are proffering HRMS self-service, you risk your HR workforce being seen as a technology dinosaur, or worse; the credence that there is a hidden motive for restricting access to an employee’s own data. When a new joining starts who worked at a company earlier where HRMS self-service was utilized, it could be a bit of a culture shock to be ‘going backwards’ and not the great image to portray of your organization.

HRMS Self-Service can Diminish the ‘Big Data Problem’

One more way that self-service lends itself to being ‘necessary’ rather than a ‘nice to have’ is on the data integrity front. I’ve been lucky to see few companies launch self-service for the very first time, by opening visibility to the data you’ll swiftly see where you have data erroneousness or inconsistencies. In the long run, your data will stay cleaner because managers as well as employees will bring any data issues just straight to HR.

Self-service also permits you to straight reach employees as well as managers to gather data in a simple way, particularly for more of the ‘optional’ or ‘nice to have’ data such as certifications and languages. We have found that employees will frequent enter data into the HRMS when given the choice; it not only permits for more career development opportunities for the employee but can also be a success for a company.

This would not only lead you to a more vigorous data set but it can offer a basis to reap the advantages of big data too.

The advantages of picking an HRMS with self-service functionality should now be very clear. Of course there are always defies, and you should be ready to quiz vendors on how their HRMS self-service can help your business.

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