“Small and mid-market businesses often feel like they’ve been given a raw deal – they need to compete, grow, and manage talent just like any fortune 1,000 company. They have complex business models. They have global workforces. They have a need to manage their people with respect and transparency. They have all the same challenges, but often with less time, smaller budgets, fewer administrative staff, fewer technical resources, and a lack of tools. “ Sound familiar? That’s a quote from a recent research report that we worked on with Stacey Harris, VP of Research and Advisory Services over at Brandon Hall Group.
Stacey took a deep dive into the technology and processes that small and mid-sized businesses are using to manage their number one asset, their people. Despite that laundry list of things mentioned above (time, resources, expectations, budget) companies are often still using old, clunky technology, spreadsheets or a payroll system to manage employee data and it’s just not cutting it.
The report covers the data that you could be missing out on by not utilizing an actual HRMS system to track employee data. Things such as work schedules, time off requests, work history and organizational structure to name a few. Stacey states “this information lays the foundation for effective people management practices.”
Any change in a company can be disruptive for a period of time but the short and long term benefits of putting a core HRMS into place definitely outweigh the challenges you might anticipate with the process.
Stacey goes through all the reasons why managing employee data with an HRMS is important and even the steps to creating a business case so check out the full report here. If you’re currently in the market, or think you might be in the future, we also have a great buyer’s kit to help you through the evaluation process.
Are you using a true HRMS system or another way to manage employee data? If not, what’s holding you back? We’d love to hear from you!