Businesses traditionally look at the human resource department as a necessary overhead expense. However, it is possible to employ that necessary expense as an innovative solutions partner within the firm. Management can optimize the efficiency and
effectiveness of the human resource department by reducing HR administrative costs, using integrated software, and linking HR personnel to the business’s profitability.
Reduce Administrative Costs
There are a number of options for reducing HR administrative costs. However, not all options will work for every department, and each business has to determine which ones best apply to its specific situations. Options include going paperless, dropping the telephone landline and creating and following through on a budget. The cost of paper, ink, mailing supplies and postage is a considerable business expense, as well as the expense of a traditional telephone line that is made obsolete by web technology. Accurate budgeting increases a company’s ability to make important forecast decisions based on reliable information.
Human Resource Management Software
Human resource management software gives managers the capability to integrate all the functions of the department into one automated system. Integration saves time, money, and increases reliability. Software solutions from companies like
SmartLinx Solutions LLC., allows HR to enter employees into the system one time. The initial entry is loaded into a database that makes employee information available electronically throughout the HR department and the rest of the business from the day the prospective employee applies for a job to the end of the HR life-cycle. Human resource management software gives users one interface to manage all HR responsibilities including job openings, applicant tracking, benefits, leave of absence, workers’ compensation and performance management.
Link HR to Profitability
Examples of this include deploying HR professionals to manage productivity tasks throughout the business. HR employees can be put in charge of training programs for sales and customer service employees, as well as leadership development programs and others. This kind of interdepartmental cooperation leads to increased partnerships and agreements within the firm. Additional examples include engaging HR on growth initiatives and partnering them with the audit staff and the finance department.
With today’s communication, information and technological marvels, there is no excuse why a business would not optimize each one of its departments. It is especially important to revisit policies in human resources where technology has transformed traditional administrative methods. Once HR employees become involved in the success of the business, they apply greater effort within their own departments and the entire firm.
