Hiring an employee used to represent the forward step of positive growth. Now, it represents the liability of having to track and document everything that each employee does from the moment they are hired until the moment they retire. If this isn’t messy enough, add to the equation the fact that employees change jobs more often now than at any point in history. Try remembering if an employee who left five years ago attended the harassment training workshop while they were here, or if they returned their company-issued cell phone before they left. We find that even the employers that use technology to assist, end up using multiple vendors to track and record different items. Why not keep things simple by maintaining one platform that handles everything from new hire onboarding and tracking sick days to communicating employee notices and posting training videos. All while integrating third-party technology like payroll and benefit administration.
The Department of Labor conducts audits of employer groups regularly, looking for any hints of mismanagement. The way to think of this is simple: If a DOL Auditor came to your office, would you want to show them spreadsheets and three-ring binders, or would you rather show them your HR software platform that warehouses all of your HR communications, hiring/firing procedures, compensation data, etc, and confirms employee receipts of all training, notices, and such? Which method of compiling data reflects better on you as an employer? To me the answer is easy.
So many employers are confused about what exactly HR Management means. The truth of it is, if you have one or more employees, you have human resources. Whether you are a business owner managing HR yourself, or delegating to an HR Manager, having the right HR Management tool is absolutely essential.