5 things that HR doesn’t have time for

20 May 24 | Blog

There’s only so many hours in a day. And there’s even fewer working hours… in theory. But for a lot of HR professionals, the sheer quantity of ‘jobs to be done’ means that the work day can go on, and on, and on… long after everyone else has logged off.

That’s because, as a department, HR has a lot on their plate. Which means there’s a lot of things they simply don’t have time for.

What is HR responsible for?

The clue’s in the name. For people working in human resources, the responsibilities cover essentially everything to do with people. Below isn’t even a full list, but you get the idea: HR departments have a lot on their plates:

  • Recruitment & onboarding: writing and posting job ads, benchmarking salaries, organising contracts
  • Employee relations: dealing with internal disputes, solving people’s problems, mediating on difficult discussions
  • Performance management: scheduling reviews for managers, deciding pay rises, managing promotion offers
  • Training & development: writing handbooks, managing training programs, keeping on top of individual progress
  • Pay & benefits: payroll, tracking absences, choosing and implementing a benefits provider
  • Legal compliance: making sure contracts are watertight, keeping on top of global changes to law
  • Health & safety: ensuring offices are following guidelines, providing the necessary equipment to staff
  • Employee engagement: choosing and managing engagement platforms, organising engagement-boosting events
  • Office ‘housework’: ordering office supplies, stocking the shared kitchen, encouraging everyone to clean up after themselves
  • Much, much more!

If you work in HR and struggle to find time for any of the above, then there may be a few areas you can streamline…

5 things that waste HR’s time

  1. Doing paperwork & other admin

    Filling out forms, pulling contracts together, sending offer letters – there’s a lot of paper flying about your average HR department. This is all lengthy, time-consuming work that’s also fairly unavoidable.

    What could help… these days, there are any number of HRIS solutions to make manual administrative tasks faster and easier (not to mention digital – you’re welcome, trees!). The best thing to do is work out A) what paperwork costs you the most time, B) what can theoretically be automated, and C) what tech you could use to do so.

  2. Manual data entry & reporting

    As HR is dealing with people, and people are the key to organisational success, there’s a lot of pressure to report on relevant metrics – like attrition or absence rates. But that can take hours in spreadsheets and experience in data analytics.

    What could help… people analytics tools (like ours!) can do the data handling for you – connecting to your existing data sources, such as your standard HRIS, and finding the relevant metrics for you. That means no manual analysis, no pulling together reports, and no more ExCel.

  3. Solving problems as they happen

    This is a biggie. For a lot of HR departments just trying to get things done, there’s no time to anticipate potential problems or to spot risks (i.e. attrition risks in a certain team). That means too much time is spent reacting to problems, and trying to put out fires.

    What could help… you need a way to spot risks before they happen, notice trends in metrics like absence or attrition, and be alerted to people who might need more support. And since you don’t have the time or resources to become a predictive analytics expert, you need a tool to do that for you. Thankfully, we can help with that.

  4. Endless recruitment & onboarding

    If your organisation is experiencing a lot of turnover, it can feel like this part of the job never stops. Scores of job ads, rounds and rounds of interviews, reams of offer letters, endless onboarding… and then the resignations come, and it all starts again.

    What could help… What if you could always know if your attrition rates are in line with industry standards? What if you could understand if there’s an attrition risk coming, and understand why? What if you could solve unnecessary attrition? This may not come as a surprise, but our platform can help you do that too.

  5. Choosing and using HR tech

    A lot of our advice so far has encouraged the use of HR tech. But as any HR professional knows, choosing and implementing that tech is a big job in itself. How do you choose which is right for you, and stay under budget?

    What could help… don’t make things more difficult than they have to be. In our view, it’s pretty simple. You probably already have a HR platform for things like logging holidays, and that’s the container of relevant data. All you need then is a platform like ours that combines HR analytics, benchmarking, data trends and predictions, employee surveys, reporting, and everything else you need to understand your people.

We think our HR analytics and benchmarking platform can make your life a lot easier, without breaking the bank. But don’t take it from us: sign up for a free account.

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