4 Ways HRMS Can Improve Employee Recognition
In these lean times, recognition goes a long way in promoting employee as well as temporary staff morale and well-being. Often it’s not a cost effort but instead minor work to use your HRMS data and establish processes that promote employee recognition. Are you using these best practices in your HRMS to onboard, train, appraise and off-board staff?
1) Use your HRMS to onboard smartly
Most companies are able to run reports to recognize employee anniversaries. While temps are not always as long term, their ‘start date’ is a valid data element, both from the employee recognition point of view but as well from a cost effectiveness standpoint, to ensure that temporary staff are converted to employees if with the organization on a long term basis.
In a perfect world, your HRMS would enable manager notification of a direct report’s upcoming anniversary, rather than the old-fashioned way of waiting for an HR partner to disseminate the information.
2) Use training functionality in your HRMS to promote career growth
Nothing frustrates an employee more than a dead end job. Is your HRMS smart enough to find those frustrated employees? If you have training data in your HRMS you can find out who has not been trained in the past year or longer and make it a point to review that situation. As HR professionals, it’s a proactive effort to seek out managers and discover whether training was overlooked, not needed or simply missed. By offering this training to employees, it is effectively recognizing their efforts and that the company wants to support further development.
3) Get feedback on a frequent basis, not just yearly
Many of the new HRMS products have built-in functionality that allows for informal feedback, such as when a small project closes. While the annual review process is often a positive time of recognition for employees, online HRMS access to ‘shout outs’ or other positive feedback from fellow employees is also seen as healthy recognition and reinforcement of a job well done. As well consider that temporary staff are not a part of the performance review cycle as they are not eligible for merit increases. It’s perhaps an idea to implement similar informal functionality for your temporary staff as that can also be a morale booster.
4) Off-board in a positive manner
Is your employee retiring after a long career with your organization? Your HRMS data should know the facts, so that you can publicize that milestone. Or is there an employee whom you wish would not be leaving? Many HRMS products now offer the ability to store ‘keep in touch’ options, for regrettable departures. As well this data should be tracked for temporary staff, so that you can request your star performers return, once a temp position again opens.
Your HRMS is a powerful tool for ensuring employee recognition, this in turn will boost employee motivation, resulting in improved employee retention. All which leads to a driven workforce and ultimately a more profitable business.
Five signs your talent management software doesn’t work
How to tell if you’re wasting money on talent management software that isn’t getting you results
Three signs your applicant tracking system isn't working for you
How to tell when to replace your applicant tracking system with one that better suits your needs
Four features good talent management software must have
What to look out for when selecting or replacing talent management software