Technology

2 Surprising Benefits of Employee Self-Service

By

Brad Richardson

| Mar 30, 2017

2 Surprising Benefits of Employee Self-Service

Times are a-changin’, and HR leaders are feeling it.

According to a 2016 Pew Research Center report, technology-driven shifts have increased a sense of self-reliance and independence in individuals. According to the study, “Nearly nine-in-ten Americans today are online up from about half in the early 2000s […]. Roughly three-quarters of Americans now own a smartphone, with lower-income Americans and those ages 50 and older exhibiting a sharp uptick in ownership over the past year.”

However, some HR methods like tedious paper-based forms fall short by not giving employees the technological autonomy to which they’re accustomed. This disconnect is problematic, especially as today’s employees increasingly expect the same technological standard in the workplace they experience outside of it.

If HR leaders want to give employees what they want, then they should utilize workforce technology – namely employee self-service portals – and allow employees to manage their information from day one.

Not only does giving employees full access to a single login system let them find answers to frequent payroll and HR questions, quickly receive training and make certain changes to their personal information when needed, it also relieves the busy HR professional from answering endless employee queries.

Still not convinced? Below are two more reasons why employees should be able to utilize HR technology.

1. It is More Efficient

Think back to the last time you put gasoline in your car. Chances are you pulled into a busy station, got out of your car, paid at the pump and filled your car with gas. But this wasn’t always the case. In the past, attendants waited outside of pumps and each time a person pulled his or her car up, the attendant pumped the gas. Although this method had its merits, it slowed down both progress and profit for stations. People were capable of pumping their own gas. Therefore, gas stations eventually accommodated them with pay-at-the-pump technology.

The same can be said for HR departments. With options like employee self-service portals, the employee of today is capable of uploading and managing his or her information. However, many HR professionals still manually enter employee data. Employers trust employees to do big things every day — things like performing open-heart surgery and erecting office buildings. Why wouldn’t companies allow those same employees to verify and enter their personal information? This autonomy allows HR leaders to focus on high-level work, like helping employees and the business thrive.

An article by the Society for Human Resource Management echoed this sentiment. “Employee self-service portals allow employees to have quick and easy access to HR-related transactions and services that HR personnel would otherwise have to provide. This can reduce HR’s tactical duties and free up time for more strategic pursuits, with realized cost savings in time and efficiency.”

2. It Can Mitigate Exposure

It may seem counter-intuitive, but giving employees access to their information actually can mitigate exposure for businesses. Take the example above of an employee self-service portal. When new employees complete forms electronically, they ultimately are responsible for collecting, entering and approving their information. They’re also responsible for ensuring their data is correct. If trusting employees with this task seems scary, remember: They know their information better than anyone does, and they have a stake in confirming its accuracy.

With Paycom’s technology, your employees have instant, online access to their own employment information, including compensation, on-demand training and performance goals, and reviews. It’s time for leaders to take advantage of technology that empowers both employees and HR departments. That’s what we call a win-win.

About the Author

Brad Richardson

Brad Richardson, Director of Business Intelligence, joined Paycom in 2005. With more than 25 years’ experience in leadership roles, including managing a $100 million commercial real-estate portfolio at MetLife and two car dealerships, Brad focuses on developing future leaders as well as refining processes in order to support Paycom’s growth. He earned his bachelor’s degree from Southern Methodist University and his MBA from the University of Texas at Dallas. Outside of work, he enjoys playing golf, traveling and spending time with his wife and three children.

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