One of the main components of human resources is the smooth handling of employee relations. This entails dealing with employee-employer relations, group relations, labor relations, and public relations.
Employees are the driving force behind any company as they are engaged in the implementation of all that has been carefully piloted by the employer. They are responsible for bringing into reality the idea presented by their employer. Thus, they are the essential link between ideation and implementation. Without creation, an idea is nothing more than words suspended in the air. This speaks volumes of the importance of a skilled workforce that is able to implement their employer’s creativity.
Employee Relations and Burnout
A common phenomenon observed in organizations is employee burnout and is characterized by emotional exhaustion, cynicism, and ineffectiveness in the workplace. What is also observed is a chronic negative response to stressful workplace conditions. A malfunction within the driving force in any organization leads to crashing and failing, which is a hard blow to the organization.
In order to stay ahead of the curve, employers need to be vigilant of the signs and symptoms in order to prevent such a situation from happening. Some of the signs to look out for include:
- Reduced energy levels
- Low Motivation
- Increase in errors
- Increased frustration
- Decreased productivity
This is where maintaining healthy and good employee relationships come in handy. An effective and proactive HR can counter the negative effects of burnout amongst employees. This is not to say that it is a straightforward process. The task of maintaining positive and constructive employee relations comes with its own set of hurdles. Normally, the general practice is for the HR department to handle employee relations. However, lately, organizations have woken up to the importance of keeping their workforce satisfied and have consequently developed a separate designated manager to handle employee relations. The job description of these managers is to make sure that employee needs are being heard and met. In order to do their job properly, the managers need to be aware of the major contributors of employee satisfaction. Some of the biggest contributors to employee satisfaction include:
- Recognition and reward
- Comfortable work environment
- Training and development
One software that is useful in this regard is an automatedHR Software, which is instrumental in improving employee wellness and increases job retention and satisfaction amongst employees.
HR Portals Decoded
An HR portal is an online central hub where employees can retrieve information about their workplace quickly and easily. A lot of companies are now opting for HR portals to help employees stay updated, connected, and collaborate on projects. There has been positive feedback on the usage of this software as it has led to a significant increase in employee connectivity, keeping them updated and in the loop with regards to company policies, and an overall surge in creativity as employees have taken ownership of their work and have felt more in control. These findings have also been backed up by research that has consistently shown how positive engagement with staff results in better output.
What Makes An HR Portal A Good Option?
With HR Portals, employees are happy and engaged. One recent research study found that motivated and engaged employees were 43 percent more productive than others who were less content.
Studies have shown that employees seek a healthy work-life balance, which leaves sufficient time for their personal life as well. Keeping an employee happy and productive is key for any organization that is focused on retaining its workforce and ensuring continuity and consistency. Studies also show that employee turnover and absenteeism at highly-engaged companies is 25 percent lower than at companies that do not give as much focus towards promoting employee engagement.
Employees need validation for their work. When they are recognized and applauded for their hard work, it creates a bond between the employee and the company. The feeling of being valued is what makes them feel positive about their jobs and the companies they work for. Engaged employees tend to have a better understanding of the bigger picture and how they are contributing to it. HR portals step into the void that exists between employees and employers and ensures that engagement is constantly maintained, which in turn improves the quality of the work.
What To Include In An HR Portal?
Some of the important components that should be incorporated in an HR software are:
Company Directory: If the company’s HR software system doesn’t automatically generate a company directory, creating one for the HR portal should help overcome the deficiency. Some of the pointers while creating a good directory include the insertion of photographs and bios as well as the job title and contact details. This is helpful for employees in terms of arranging meetings with the required people who can help them with queries or collaborate with them on projects. It is also an easy way to facilitate networking across the business.
Benefits: Studies have shown that companies usually have benefits or networks that most employees are unaware of, which means that they miss out on perks such as gym services, discount vouchers, and other similar options. Having a designated HR portal will ensure that every employee is aware of and able to enjoy the perks their organization provides for them. Even personal health benefits of an organization can be integrated into an HR portal to help with easy access for employees.
Employee Engagement: The phrase ‘’All work and no play makes Jack a dull boy’ is more than just a statement. There is a significant element of truth to it. While it is crucial to complete assigned tasks within before deadlines, it is also essential that from time to time organizations engage the employees in celebrations and company outings to boost employee performance.
Leave and Payroll Management: Automated HR software also helps with leave management. HR portals can be used by employees to request for leaves, which can then be used by managers to grant or deny their requests. This can also help streamline and centralize payroll operations. Employees are also able to review and generate payslips as per their convenience without any hassle.
Time and Attendance Management: An ideal HR portal will also include time and attendance tracking features. These can be used by employees to accurately report vacation time, sick days, and personal offs. It can also provide basic guidelines to establish leave policies. The software can automatically keep track of the amount of time that employees are out of work and calculate pay on the basis of their working hours.
There is no doubt that HR systems have drastically simplified life and an ideal HR portal is a one-of-a-kind system whose number one priority is employee engagement. Look up the success stories of some of the biggest companies in the world and the one thing they have in common is a high employee engagement rate by making them a priority. When the driving force is satisfaction and engagement, the result is a smooth drive with no hurdles. The efficiency of a company is definitely determined by its workforce and it is the responsibility of every organization to ensure their employees are happy.
HR solutions do not intend to replace the HR personnel but rather work to ensure that their work is further simplified and optimally carried out. This self-service approach furthermore has the benefit of empowering staff by enabling them to locate information and source data for themselves. At the same time, it also decreases the burden of HR staff from having to respond to daily requests for information. As a result, the company is able to significantly save their time and cost. Besides the numerous advantages of an HR portal, it also makes up for shortfalls that arise from employees and alternative technological solutions. Hence, it helps actively engage employees whilst simultaneously enabling the HR to perform their actual duties of managing the employees in an organization.