4 Reasons Why Employee Feedback Should Be the Basis of Your HRMS Strategy
Your HRMS can provide the foundation to empower HR to be successful. With a smorgasbord of features, you have many stakeholders and viewpoints. One crucial yet often overlooked source of intelligence is your employees themselves. How does employee feedback lead employers to a successful HRMS strategy? Read on for some key tips and findings:
1) Employees Are Our Internal Customers
Historically, an HRMS has always been ‘HR’s territory’ but as manager and employee self-service functionality is released, we need recognize that our employees are internal customers and consumers of data. Not only do we need to solicit employee feedback on the look and feel of the HRMS, but as well we need to be proactive in finding out their future wishes and expectations from the HRMS. Your HRMS needs to be user friendly as well as focused on value added transactions, this will help you to define your HRMS strategy appropriately.
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2) System Design Should Be Informed by Employee Feedback
Have you ever seen an HRMS where the processes and configuration is done in a bubble, often by outside implementation consultants with no understanding of the business or operational HR? While implementation consultants bring a wealth of knowledge and experience, we need to ensure that employee feedback is involved in the various phases of design to make sure that the implementation is taking into account the impact on employees and long term needs.
3) Employee Feedback Provides a Foundation for the Future State of Your HRMS
Often HR professionals and others in the HR business such as consultants can get into a rut when thinking about the HRMS. We do what we’ve always done because that’s what we know. However, an employee can look at your HRMS with fresh eyes and rather than seeing the current state can help you to define the future HRMS strategy by providing ‘outsider’ ideas.
4) Ignoring Employee Feedback Leads to Workarounds and Low System Adoption
Not for the faint of heart, but an honest employee or manager can provide brutal, vital feedback which will allow you to shape a successful HRMS strategy. By asking an employee, ‘how would you change an address or W-2 withholding,’ or asking a manager ‘where would you go to find out an employee’s grade’, you may get some startling answers. I once saw a supreme shadow HRMS implemented by a business group. As the corporate office was slow to address and incorporate requests, the group went off and built their own HRMS! This type of situation is then difficult to dismantle, never mind the costs involved. If your employees aren’t using your HRMS as their source of data, you need this feedback to guide strategic HRMS decisions.
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