RECRUITMENT
“Tere are already
enough pressures placed on care providers in the modern business
environment, without HR admin being another.”
monitoring of everything from divisional absences to retention. Training and appraisal structures also exist within the system, which means the organisation has never had such a considered approach to learning and development.
Employees are empowered to manage their own records too, as soon as they come on board with the company. A new starter process has been established by the HR team, for example, and with the help of some guidelines, recruits are given ownership of their online employee accounts and profiles from the outset. This helps to ensure data
twitter.com/TomorrowsCare
remains up-to-date with minimal HR input – the process is slick. The requesting of holidays and reporting of absences are equally automated, with relevant information integrated seamlessly into Next Stage’s payroll system to avoid the need for any manual duplicate data entry.
Despite having digitised the majority of the company’s employment processes, the technology has not removed the human element of HR as care provider peers may fear. Quite the opposite, it has saved many hours of the team’s time that would otherwise be eaten up with administration. This efficiency is crucial as the organisation continues to grow apace. Even due diligence is catered for, given there is now a transparent audit trail of CQC recruitment compliance.
Long after the initial introduction of the technology, Next Stage is now better equipped to understand and tackle wider HR challenges and opportunities too – beyond those that were initially a priority.
GDPR is a huge issue throughout the business landscape, for example, but knowledge disseminated by the software provider means the team has assurances from an employee data security perspective, long before the implementation of the new legislation. Guidance has also been heeded when it comes to effective performance management and the use of technology to streamline this element of our HR strategy.
There are already enough pressures placed on care providers in the modern business environment, without HR admin being another. Organisations therefore need to think carefully about the role that technology can play in addressing some of the recruitment, retention, development, absence and compliance responsibilities that they must address. This is especially the case when striving to remain an Employer of Choice, however large the team becomes.
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