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Employee Engagement 7 HR Software Solutions To Improve Employee Engagement

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4) Employee Self-Service Applications

Nobody likes to have to go through the Human Resources or Payroll department to access their own information, which is why the advent of Employee Self-Service systems have been so widely heralded. Aside from the inherent efficiencies of providing direct access to information though, Employee Self-Service systems are also a strong driver for employee engagement. Specifically, by giving staff access to their own information, two very important facets of engagement are being communicated: 1) employees are being told that they can be trusted and 2) employees are being empowered with a level of convenience that is usually reserved for customers.

Of course, in order for employee engagement to be fully realized, a culture of trust must be a part of the employer-employee relationship. Offering access to personal information is proven to be one of the easiest and largest benefits of Employee Self-Service apps due to the streamlining of regularly-used processes; the elimination of unnecessary administrative hurdles; and the employee-system interaction at the exact point-of-need. While the convenience and accuracy that these systems provide should be enough to warrant wide-spread adoption, a Deloitte study found that only 52% of employers had implemented such systems. Hopefully, by viewing this administration automation in the light of employee engagement, further growth will occur in this all-too-easy-to-deploy opportunity.

5) Learning Management Software

One of the more recognized aspects of employee engagement is the near-universal need for growth—whether it is in a professional or personal sense. As it pertains to the workplace, this is due to the fact that when employees build knowledge, skills, and abilities, managers in turn are afforded and deliver more autonomy. In turn, this increase in responsibility builds confidence, self-efficacy, and engagement. As such, allowing opportunities for development is one of the fastest ways to engage employees. In fact, a BlessingWhite study found that nearly 60% of all employees "want more opportunities to grow" in order for them to stay engaged. This means that targeted development plans need to be put into place; knowledge/skills/abilities (KSAs) inventories need to be updated; and effectively managed development programs should be deployed.

The most effective of these development programs leverage Learning Management Systems (LMS) at the core—driving performance and engagement by:

  • Consolidating all records, licensing, skills and certifications
  • Delivering just-in-time learning
  • Making automated recommendations for career learning opportunities
  • Implementing multiple learning mediums; and
  • Connecting organizational imperatives with learning initiatives

Additionally, staff engagement can be driven from learning management systems by matching up programs, staff, and skills for future deployment; thereby ensuring that the company has the right workers and the employee is developed for many years to come.

6) Performance Management Software

Accountability and improved labor performance are widely-regarded as the greatest benefits of any performance management system. Whether it be for doling out performance pay, or for setting the stage for action related to performance failure, performance management is the process that makes it all happen. Unfortunately, it's utility as a process is far less than its capability to drive engagement. Indeed, far too few companies understand the link between employee engagement and performance—and as such these companies wind up driving outdated systems that do little to actually impact an employee's performance positively.

Modern Performance Management Systems understand that organizational performance and employee engagement are inextricably linked. These systems foster an environment that supports the notion that an engaged employee puts forth more effort; willingly goes above and beyond the specific parameters of his or her job; and actively contributes to the organizations bottom-line. While a great deal of this environment is created by the company itself, the technology behind performance management systems provide an automated solution that facilitates consistent and relevant feedback—simultaneously driving performance, aligning goals, and increasing employee engagement.

7) Manager Self-Service Software

Few HR experts would argue that the single-biggest influence on employee engagement is the immediate supervisor. So much has been made of this connection that the adage, "people don't leave jobs, they leave bosses" has been repeated countless times. Indeed, studies from Development Dimensions International (DDI) even go so far as to say that managers are responsible for the creation of a "highly engaged workforce". However, the responsibility to engage and the ability to engage can be vastly different, especially if the manager doesn't have the right tools. Of the enabling tools, one of the most integral is Manager Self-Service (MSS) software.

Manager Self-Service systems can have many forms, but even at the most basic, these software tools provide managers with access to information that could take days or weeks to receive otherwise. And as mentioned in the other strategies of Compensation Management, Labor Management, Learning Management, and Performance Management, the timely access to this information can mean the difference between providing an incentive to an employee at the time it's needed, empowering an employee to take part in a growth opportunity when seen, or even encouraging an employee to share schedule preferences. Manager Self-Service software allows these engagement strategies to take place by integrating with the other previously-mentioned strategies and technologies. In turn, additional engagement connections can be made between the manager and employee, increasing efforts and driving productivity even higher.

The Point is This

There is an inextricable link between employee engagement and organizational performance. Regardless of how you choose to frame it (be it commitment, satisfaction, etc.), engagement plays a significant role in the company's financial performance, and as such should be planned, monitored and continuously improved. Technology plays a significant role in enabling this engagement. By integrating software capabilities with individual and company goals and objectives a more comprehensive approach to engagement can be undertaken—and thereby directly impact employees' lives and organizations' bottom-lines. End

Employee Engagement SoftwareEmployee Engagement StrategiesEmployee Engagement Systems

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There is an inextricable link between employee engagement and organizational performance.


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