Software has been playing a more associative role with respect to human resource management, especially for administrative and organizational needs, in the last few years. The main point to maintain is that for intranet to work, the workforce must have an understanding and working relationship with the human resources team of a company. In fact, this fact has been directly linked to the success of an intranet. At its best, it sees a mutual focus to improve the way a work force is able to work, increase engagement and development opportunities, all leading to higher retention. At its worst, it experiences a distrust in both the handling of the intranet, and employees; a fear it leads to time waste and inappropriate application.
To avoid an atmosphere where an intranet may cause great discontent at the workplace, we must first comprehend its purpose and methods of application, and how it might affect the overall functioning of the company. Often, implementing an intranet can require a great deal of administrative reform and forethought. To that end, here are a four ways an organization can make the most out of the integrated intranet system for their company.
- Cut Down on Administrative Processes– It is vital to reassign priorities to your HR team, and reassure them that you are not looking to remove employees but rather streamline productivity by reforming their responsibilities and priorities, which will greatly improve the manner in which they work. Human resources development depends on its tasks being simplified, and its scope expanding. Emphasize that the company looking to slash unnecessary administration, driving users towards self-service leaving HR free to provide attentionto proactive and critical tasks that positively impact the company.
- People-Centric Approach– The intranet should not be used to replace existing HR systems but rather to use it as a people centric platform to maintain and store vast amounts of data on a single platform, in a streamlined fashion. A single place to complete daily responsibilities is also great convenient for streamlining the process. This is most applicable when an employee must make a crucial update on when their data or a situation at the work place has been updated, or changed. It encourages employees to keep their details updated, aware that failing to manage schedules and responsibilities will quickly become apparent. This aspect of talent management has been touched upon multiple times and cannot be understated when dealing with employees.
- Visibility– While intranet is not effective for the strategic aspects of HR, the staple processes however, fit right into the management aspect. Rather than merely report the results of your employees’ surveys, share the actions planned from them with all employees on your intranet, ask them in forums how things could be better. Many companies use this arrangement when they have multiple offices separated geographically from one another, where it has revolutionized coordination within the company setup.
- Employee Development– The use of intranet transfers very well into management of an employee’s development. Not only is it a good platform upon which to keep a track of relevant skills that need improvement, workers can manage their responsibilities, alongside corporate training in a single breadth, and using the intranet, track how their skills are being used and why. This provides indispensable context to the situation.