Why Implementing Self Service Is Worth It
As technology changes, employees are demanding quicker access and more control over their data and financials. As a result, employers should consider implementing self-service products to step up and meet those demands.
How Self-Service Platforms Work
Self-service platforms for payroll and human resources (HR) provide access to view and update employee information anytime, anywhere. These platforms provide flexibility to complete updates without wading through bureaucratic paper submission requests. The platforms also provide secure protections to keep employee information private and accessible only by those who require it.
Employer self-service platforms range across the entire employee life cycle. During the hiring phase, recruiters can use an application platform, providing a repository of candidates to fill open requisitions. Onboarding self-services present new hires with vital documents like W-4 and I-9 forms. Once employed, employee self-service (ESS) platforms provide employees with access to many tools: pay statements, PTO balances and requests, benefit documents, reviews, access to update their personal information, and even training. Finally, separated employees can retain access to their pay information, reducing manual support from internal teams.
Benefits of Employer Self-Service
Utilizing self service programs, such as those used to recruit top talent, provides many benefits to employers.
Candidates searching for employment want to work for a company that uses innovative technology that streamlines processes to meet their needs. Demographics are changing, and employers need to ensure they are effectively appealing to the workforce.
Another key benefit for employers is increasing employee engagement. Self-service tools can become a centralized place to access important company announcements, directories, policies, and resources.
Employers can reduce the administrative burden of data entry and transactional work by implementing these self-service tools, thus providing a positive impact to their bottom line. Empowering employees to keep their information updated reduces the workload for payroll and HR teams. By streamlining the process for changes, updates are more real-time, ensuring accurate data for employees. Additionally, having on-demand access to pay information is vital. Most employees need their information right away and are unwilling or unable to wait for someone to get back to them.
The move away from transactional data entry and data retrieval in the payroll and HR departments provides opportunities to refocus on more tactical initiatives. This shift also elevates payroll and HR operations and increases engagement for these teams. reallocating these cost savings and resources back into the business provides a key opportunity to reinvest in people and the strategic tools employees use.
Choosing a Self-Service Platform
There are self-service platforms of all sizes depending on a company’s needs. When evaluating potential platforms, employers need to determine clear objectives to ensure the right products are installed.
Understanding the company’s demographics and what appeals to the workforce is fundamental. The benefits gained through a well implemented self-service platform will vary for each entity, but increased employee retention and higher employee engagement are two common outcomes.
Technology is changing and organizations must adjust to meet the needs of their staff by ensuring they have the right tools. The first step is making sure the right people are in place to support those tools. People are accustomed to relying on seamless technology in their personal lives and the expectation is to have a similar experience in their workplace.
Autumn Clemmens, CPP, is Senior Payroll Manager at Harbor Freight Tools. She is the Co-Chair of PayrollOrg’s Retail Best Practices Subcommittee of the Strategic Payroll Leadership Task Force (SPLTF) and a volunteer on PayrollOrg’s Ask an Expert Committee, Board of Contributing Writers, Certification Item Development Task Force (CIDTF), and SPLTF Best Practices Subcommittee.
