This post is part of The Datamation Guide to Human Resources Records.
Your company’s human resources department is the touch point for the entire organization, managing and storing a huge percentage of the documents that come through your door: employee records, payroll, evaluations, reports, and more.
If your company is still working using paper-based processes, then you know that locating, storing, and using the important information that crosses your desk is messy and difficult. Scanning all of these important documents with Datamation not only makes storing and accessing your documents easier, but it also gives your company the ability to take that gathered data and form useful reports to foster data-driven decision making.
Just a few of the daily tasks encountered by HR departments are dealing with payroll, employee onboarding and offboarding, training, and hiring. An automated workflow implemented by Datamation makes those processes infinitely easier using E-forms to update documents, the digital cloud to store and access files, and automated routing to get the right information to the right people. One of the best features of Datamation’s system, however, is that it can use Optical Character Recognition (OCR) to extract data from your documents and compile that data into comprehensive reports that can be faxed, printed, and shared.
The data from these reports is invaluable in developing strategies and assessing your company’s performance. With this window into productivity, payroll, onboarding, training, and more, your company gets a comprehensive look into what employee should be promoted, given a raise, or even demoted. It allows you to leverage pinpointed talent, helping the entire company perform better as a whole.
Having a report on recruiting processes can also give you insight into success rates between departments and offices, allowing you to see what is working and what isn’t working. When it comes time to make a decision, your company will always have hard, practical data to back up whatever decision you make.
Because HR processes touch every department, automating HR processes serves to provide momentum that carries over into other departments. With comprehensive reports on all processes, it becomes easy to target a certain area that may need some work, or an area that has been particularly successful that could serve as a model for other departments.
Document-driven processes will never give your company the same visibility into your processes that automatic workflow will. Getting rid of paper processing gives your HR department the time to focus on the people in your company—not the processes.