Factors to Weigh-in While Formulating & Evaluating New HRMS

by Ankit Srivastava Digital Marketing Professional

Financial Year is coming to a wrap again. This time of the year is touted as perhaps the toughest time for financial heads of organizations and equally tiring for the HR managers since this time of the year they wrap up the policies they took for the preceding year and there goes a lot of planning and executional and institutional changes to move forward for Human Resource Management. As they say about the room for improvement, HRs too can always improve on how to identify and utilize their resources better. To ease their functions, software like SHRMpro proves to be a savior with compliance friendly features and services that enable the HRs to refer to the scope of changes in the policy making and employee related reforms.

Listing below are the ways HRs dare not forget while making the most for the next term to come:

Understanding the WHYs and WHY Nots of the policies:

If you’re entrusted with a huge responsibility such as that, you should always begin the process with pondering on why is there a need for a new HR policy after all? Is there a need for only a few changes in the old one or to scrap the older version and formulate a new HRMS altogether? These questions help in identifying HR prerogatives, demands from the organization, what structural changes are required, and they also eliminate discrepancies in streamlining the HR needs with the Business needs.

Taking cues from last year’s best and worst:

There’s seldom a need for a completely new set of rules and regulations in structural and organizational setups if the past record is set right. However, in case of the opposite, change become the only necessary tool. So, if change is the mother of invention in your company’s new set of HRMS rulebook. So be it! Take the best and the worst from the former policies and reform them to work in your favor. By ‘your’, it means the company vis a vis the employees. Speaking of changes and inventions, SHRMpro enables the HR regime in support of streamlining the HRMs processes through a smoother functioning of basic to complicated and even trivial elements. 

The purpose for HRMS policy development:

From this point onwards penning down the vision, motto and the purpose of setting out policies for new session should begin. As an HR head or even a junior level executive, you should note down the purpose your new policy aims at solving, the vision with you are working and the motto you are trying to achieve for your workforce, your organization and last but not the least, the brand in making, if not already established. The following array of queries can be comfortably sorted with technology today. HRMS software such as SHRMpro makes for a healthy way to execute and monitor your HR policies without any discrepancies.

Ask yourself questions like-

  • Will this aid and promote the company’s culture and vision?
  • How to implement, monitor and enforce the changes?
  • Are the changes quantifiable? What will be the parameters?
  • What form changes will the HR suffer? The ways to curb the inefficiency. 
  • Can the new policies attract better talent at all levels?
  • How it may affect the management?
  • Will it bring positive changes to the company environment, the brand?

Areas to work on:

Next step is to elaborate on all the core areas that needs change or reforms right from the grassroot to apex level. Be a careening agent between the needs and limits of your resources, the employees and how they are being met and regulated. If the requirement is to bring changes at the management levels, must ensure to inform them of the necessary changes for the common good.

Pro Tip- The best area to always work on is increasing facilities for the resources in lieu of their services.

Aim at making policies more effective:

Well, HR policies must never be a marriage of convenience for either the employer or the employee. When two people work for a common interest, that’s when fruitful results are yielded. Hence, the need for an effective HR regime. To make them turn out right, ensure that they are implemented right, just in tune with how they were conceived. Make them brand focused, as in, the policies should compatible with the brand value. They should be put in orderly practice and monitored regularly for effectiveness. They need to be placed clearly, in simple terminology for better understanding and you, the HR should be accessible for clarifications. IT support with SHRMpro is one of the most comfortable way to transform your HR policies into reality which is flexible and real-time.

Pro Tip- No hidden information is a key to win the hearts for HR Managers.

Acquire a taste for flexibility:

As a standard practice for yourself, make sure that you have a plan B, the alternatives for your policies in case they do not work out as expected.

Drafting and reviewing:

It’s time to right down the policy with caution and jargon free since it’s going to the employees who may not always appreciate an imposing tone. Keep the document simple in clear in language for better understanding. Legal terminology should only be used if necessary and try to explain them with simplified explanation. An unbiased and generic word usage is an ideal way to draft it. Do not forget to be as communicative as possible of your ideas behind these policies, who and when is it going to be effective from and how it will benefit the organization overall.

Stay in congruence with the management:

Stakeholders’ approval and adherence should be taken in advance, before the final draft. Discuss with the management about all the necessary changes and how the HR department aims at achieving them. Discuss with them all the difficulties and come prepared with how to convince them of your points. Stay logical in your observations and recommendations. The document should then be finally sent to the legal body to review.

Pro Tip: Must engage employees at all levels for the policies are meant for them. Involve them with individual interactions through oral dialogue or emails. Should involve the employees as teams or departments to send common notifications and accept suggestions as well. 

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About Ankit Srivastava Advanced     Digital Marketing Professional

105 connections, 3 recommendations, 294 honor points.
Joined APSense since, April 23rd, 2015, From Delhi, India.

Created on Feb 8th 2019 03:39. Viewed 645 times.


Ankit Srivastava Advanced   Digital Marketing Professional
Hello everyone, do read this & share your valuable comments.
Feb 8th 2019 03:41   
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