Features of HR Systems that Improve Employee Productivity

HR systems generally focus on streamlining HR processes and help enforce employee compliance. Other strategic issues that HR systems address include satisfaction, engagement, and organizational culture. Enabling the google work environment, regular employee satisfaction surveys, great compensation packages, and similar experiences will get employees pumped up, but not for long.

Beyond the perk of the job, the sum total of each employee’s daily productivity at work is also inspired by the future promise of more. A promise that is beyond rhetoric, or dependent subjective assessment of a supervisor/line manager. Productivity is psychologically inspired by a promise of reward and growth that is Specific, Measurable, Attainable, Realistic/Relevant, and Time-Bound – SMART and is embedded into the fabric of the enterprise.

An HR system should be able to provide the platform that permits transparency of monitoring and adoption of the actual outcomes. Put simply, an HR system should provide an experience that inspires productivity in connection with the employer organization – from the first job application to their last day and retirement or separation.

Why is Productivity Important?

The question is why not! Every employer wants to hire the best talents which come with a higher Cost to Company – CTC. Getting the commensurate ROI per employee demands strategic investments.  Current and previous employees are talking about your organization (whether you like it or not) – LinkedIn, Glassdoor, and other platforms offer a way for employees to discuss and rate their employee experience – they may not talk about their productivity but they will most likely share details about the culture of growth, incentive and the parameters of definition, measurement and implementation them as seen on some of these aforementioned platforms.

So, what features should organizations conscious of productivity consider when shopping for an HR solution?

1.      Balance Scorecard

A Balanced Scorecard solution is an incredibly powerful tool that facilitates organizational strategic alignment, to improve communications, achieve better strategic planning and ultimately lead to a better-performing organization that is in tune with its business strategy. It offers employees the ability to personally or collaboratively set their performance targets, monitor progress, and see how they contribute directly to the organization’s strategic goals.

The opportunity for employees to be involved in the definition of their KPIs, visualize their progress and adjust where necessary to meet targets keeps employees focused. The satisfaction of knowing that completed tasks towards their KPI, contributes to achieving strategic initiatives of the organization builds a unique bond with the organization.

2.      Succession Planning

A balanced Scorecard can be overly focused on What you ought to do? What have you done? What are you doing now? but a succession planning module of an HRMS system also focuses on an employee’s development towards a higher role sends an obvious message that as an employer, you want this employee to stick around and build him/her for bigger responsibilities – you’re prepared to invest in their skillset and professional knowledge.

Succession planning is a process for identifying and developing new leaders who can replace old leaders when they leave, retire or die. ... In business, succession planning entails developing internal people with the potential to fill key business leadership positions in the company. An automated process for developing employees to grow would greatly inspire employees to go above and beyond.

An individual development plan that promises new skills related to both the current responsibilities and potential new opportunities is a clear promise, and as such, an enhancement to the EX you’re offering.

3.      360 Degrees Performance Appraisal

Meeting targets and personal development inspire productivity among employees, but no employee wants to do the heavy lifting themselves, Talents are driven and want to stay in organizations where they have equally performing teams. While organizations are interested in getting the most out of employees, they also need to institutionalize a culture of collective responsibility.

The 360 review in HRMS systems, offers a performance review in which subordinates, co-workers, and managers all anonymously rate the employee. This information is then incorporated into that person's performance review. These reviews help build better working relationships among employees which are mutually beneficial to both the employee and the employer