How HRM Software Puts Employees in Control of Their Careers

Transitioning from a college budget (basically nothing) to a full-time job budget ($$$) was an adjustment but not in the way I thought it would be. Now I actually have to keep a closer eye and be stricter with when, why, and where my money goes. This additional confusion to my fiscal responsibilities was the reason behind downloading an app that can track when to pay my bills and how much to pay. Since my income is relatively fixed, I could figure out how much disposable income I would have weeks in advance. This software implementation made my financials more visible and easier to understand.

Human Resource management software can bring this kind of usability and visibility to employee management. Everyone in human resources wants to get the most out of the employees at the company but the best way to do that is not always clear. The companies that have the happiest and most efficient employees use software to put employees in the driver seat of their careers.

Clear concise goals that allow everyone to be on the same page             

Before I had an app to organize my finances, I put post-it note notifications all over my apartment to remember when to send in bills. If I did not see the note or worse yet, saw it and forgot about it, I could send the same bill in twice.

Using HRM software to delegate tasks and set expectations allows managers and supervisors to make sure every objective is being worked on and there is no overlap. Having experienced this numerous times myself, there is nothing more frustrating than working on a project for a couple days only to realize someone else has been working on the same thing. The right HRM software can solve this by tracking who’s working on what, what their expected finish time is, and how their tasks affect others on the team.

Track/conduct better performance reviews

Any HRM software worth its weight will have a way of tracking and setting performance reviews. This allows manager and employee to set, monitor, complete, and review objectives they both agreed on. Long gone are the days of unprepared and disorganized yearly reviews, which are now replaced with hard data, analytics, performance tracking, and realistic project management. This makes the review quick and decisive, allowing more time for discussion as to what the employee did well (or not so well) and how to improve (if necessary).

Performance reviews can often have a negative connotation associated with them; most view them as a vehicle for delivering negative feedback. This makes both parties dread having to do them which in turn can make them less efficient and helpful. That’s not to say that I think performance reviews should be overwhelming positive either. They should be representing the clear and concise goals planned out by manager and employees. Managers/supervisors should then use all the accessibility that current software provides to give constant feedback, good or bad, to members of their team.

Let your employees take control of their careers

Employees feel more connected and inspired when they’re in control of their careers. They want to know their work is helping them aspire to the position they want, as well as moving the company forward. HRM software allows employees to be a part of the entire management process (read my blog on HR software and millenials).

A new crop of employee is coming and they are blurring the line of work/life balance.  Speaking from my experience, 9 to 5 is turning into 24/7. I get email on my phone, all the software I use on a regular basis is available on every platform imaginable, calls can be forwarded to anywhere I am and when I’m not at the office, I’m reading up on everything applicable to my job.

This up and coming workforce wants to;

  • pick their insurance plan
  • decide how to invest their paycheck
  • plan out when their taking time off
  • see how that affects their schedule
  • get their W2s on their own time for tax season

The more employees feel in control of their career, the more connected they feel to the company. That feeling shows up in the amount and quality of work they do as well as the overall happiness with their work life.