Click to read Ceridian's article features 10 steps to more efficient HR processes. While initially designed to fulfill administrative and compliance roles, the nature of HR and its responsibilities are rapidly evolving. Are your HR processes costing the organization valuable time and money? Uncover 10 tips to help you streamline your processes and increase productivity.  




10 Steps to More Efficient HR Processes

   Discover 10 ways to streamline your HR processes.

While initially designed to fulfill administrative and compliance roles, the nature of HR and its responsibilities are rapidly evolving. According to Bersin, today’s HR departments must be “agile, business-integrated, data-driven and deeply skilled in attracting, retaining and developing talent.”[i]

Unfortunately, Bersin’s survey of 3,300 business and HR leaders also found that many HR departments aren’t perceived as leaders in the business. [ii] Among executives:

  • Only 30 percent believe that HR has a strong reputation for sound business decisions
  • Only 28 percent feel that HR is highly efficient
  • Only 5 percent rank their organization’s HR performance as excellent

Closing the gap between what business leaders want and the results HR can deliver requires an improvement in HR processes and the technology used to streamline these processes. Business leaders are motivated to increase productivity, but HR inefficiencies often serve as roadblocks that can prevent progress.

“Due to the convoluted nature of many HR processes, companies can waste thousands of employee hours annually with inefficient recruiting, onboarding and payroll processes,” said Greg Trok, vice president of consulting services at Ceridian. “When you multiply these hours by the average hourly rate of pay, the financial impact becomes undeniable.”

The business benefits of efficient HR processes

The first step of improving your HR processes is to view them from a business perspective. How much time and money does your department spend on manual processes? How many errors are made within these processes? What is the cost of fixing these errors?

By closely examining the “how” and “why” behind your current processes, you can identify areas of improvement. This insight can serve as a guide for rebuilding your processes and making them more efficient. This business focus will enable your organization to:

  • Reduce costs by identifying and eliminating manual processes. It takes a lot of time to re-key data, track down answers and input information manually. When HR saves time, your business saves money.
  • Spend more time implementing innovative HR strategies and less time navigating disjointed processes and wasted steps. With improved HR processes, resources dedicated to manual workarounds can be reallocated to initiatives that harness the power of HR’s data and strategic insight.
  • Create alignment between HR’s activities and the organization’s operational activities. When you identify real-life ways that the business can maximize the time and talent of its employees, cost savings quickly follow.

10 steps to more efficient HR processes

The first step of increasing productivity is an internal review of HR processes. But a review will only be successful if you follow a tested, best-practices approach that examines every element – both big and small – that influence your processes.

The best internal process review is one that provides you with a step-by-step roadmap for prioritizing and executing initiatives within your company. The ten steps below will help you identify opportunities for process improvement and make changes that will benefit both the HR department and the company as a whole.

  1. Start by examining a high-volume or time-consuming process.
  2. Get executive buy-in and prove the dollar value of making the process change.
  3. Plan and organize your strategy. Define the project stakeholders, scope and timeframe.
  4. Map out your current process. Keep it simple — sticky notes and a whiteboard can work wonders!
  5. Be objective while evaluating the process. Reserve judgment and don’t make assumptions.
  6. Document who performs each step and how much time each step takes.
  7. Count the number of transactions and hand-offs. Capture each decision point.
  8. Identify re-work loops. Then ask “Why?” 5 times.
  9. Uncover opportunities for improvement. Research possible solutions and investigate their time and cost savings.
  10. Consider how change affects stakeholders.

Following these seemingly simple steps will help you gather quantifiable, useful and authentic information about your current processes. Don’t judge the process during the exercise. When you expect the unexpected, the results can be surprising – and profitable for the company.

[i] Bersin 2015 Global Human Capital Trends
[ii] Bersin 2015 Global Human Capital Trends