3 Ways Improved Employee Scheduling, via an HRMS, Will Better Your Business
Motivated employees come ready to work and do a better job. While there are many factors that influence employee engagement, a key one to observe is improving employee scheduling. When your HRMS includes scheduling functionality, you’ll be ahead of the game in creating a positive, high impact work environment as we’ve seen that good employee scheduling leads to employees that are happier at work. Furthermore your supervisors and administrators will save time as your HRMS can provide targeted insight by using data elements to produce schedules in a more efficient manner.
1) Giving Employees Choices About Work and Conveying That Their Input and Contributions Matter
It’s a basic fact of life, employees want to be seen as a person and not just an employee number. What better way to highlight the importance of a person than to allow them to make decisions that will impact upon how they’re expected to spend 40+ hours a week. Are you actively using your HRMS to get data inputs from employees? Who wants the early shifts, who prefers overnights and overtime? Who wants to be called at home if an absence needs to be covered? All of these pieces of data can then be fed through your scheduling engine to develop the best schedule automatically, rather than depending on a supervisor’s personal knowledge and ability to balance and barter shifts with other supervisors.
2) Scheduling via Your HRMS Helps to Develop Employees
While many supervisors are great at developing employees and teams, your HRMS helps to keep career development on target and unbiased. In a retail environment, you may want to rotate employees through various departments in a complementary manner, putting the rules and configuration into your HRMS will ensure that your scheduling matches your vision. Is it necessary to work a certain number of hours on the shop floor before progressing to a more elite department? By putting these details into your HRMS and soliciting feedback from employees inside the HRMS as to where they’d like to grow their career, you’ll create more engaged employees. Further, you’ll be able to identify succession gaps, ensuring that you always have trained resources in all areas.
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3) Highlight and Target Future Hiring Needs
When your HRMS controls your employee scheduling, it can highlight gaps: skills not on the assembly line or certain shifts that are not chosen. By analyzing skills data from your HRMS you can see if your employee profiles and backgrounds are overly similar and then adjust your future job profiles to meet your needs. Such proactive use of the improved employee scheduling data will save your administrators future headaches and enable further scheduling efficiencies.
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