The role of Human Resources has evolved — once marked by administrative and day-to-day people management, modern HR now occupies a more strategic position serving to support long-term business goals.
At least, that’s the mission; in practice, many HR teams are struggling to function this way. According to EY, a staggering 86% of HR professionals’ time is spent on administrative work.
In this post I talk about three major things that are killing HR efficiency, and how to tackle them so your team can spend less time on administration and more on strategic work that drives business value.1. Information “Rework”
A majority of the administrative work mentioned above involves HR professionals tracking down information and fielding questions. Often, these are the same questions with the same answers — asked by different employees. In mid-to-large size organizations, where many employees are asking these questions to many HR people, this could mean thousands of hours spent finding and communicating simple information.
Most of these questions don’t (or shouldn’t) merit direct HR attention. Things like checking vacation or accessing benefits information are better managed via centralization and automation.
HR leaders should focus on leveraging technology to make information easily available to employees through self-serve platforms that streamline information access and remove unnecessary human intervention.2. The “Patchwork of Platforms”
I’ve talked before about HR’s patchwork problem. We have so many processes, tools, platforms and vendors that often serve a specific purpose but fail to work together seamlessly. What we’re left with is a “patchwork” that creates information silos and makes everyone’s life difficult:
- 70% of HR employees say they use three to six apps to complete a single task
- Large organizations use an average of 12.43 different HR technology platforms, according to Sapient Insights
- Roughly 60% of companies use 5 different HR systems every day
What’s the solution to this patchwork? In simple terms, centralization. HR leaders can focus on making disparate systems and processes better integrated to reduce the time spent (and degree of difficulty) navigating the patchwork. This is one of the main reasons why we created LBi’s HR HelpDesk — to provide an intuitive tool that layers on top of existing systems and centralizes disparate HR functions into one easy-to-use interface.3. Overly Complex Systems Read More