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Effective implementation of time and labour management systems

There is no denying that implementing a time and labour management system can help to speed up HR processes and elimination the manual way of tracking employee's attendance records.


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Published by Gpayroll
on 15 Apr 2019

Effective implementation of time and labour management systems

Effective Implementation of Time and Labour Management Systems

There is no denying that implementing a time and labour management system can help to speed up HR processes and elimination the manual way of tracking employee's attendance records. With the growing adoption of these cloud-based HR solutions, deploying these systems have become relatively easier in recent years.

However, while these software solutions aim to improve HR processes, there is an imperative need to have a clear plan in place as well as a manager to oversee the process. This can then fully maximise the potential of deploying a time and labour management system, to further streamline processes within the HR department.

Here are some recommendations which could be helpful when deploying a time and labour management system within the organisation.

Consider engaging a Consultant

From the initial deployment of the system until the end whereby the system goes live, it might be helpful to engage a consultant to ensure the deployment and transition process is seamless. After all, these consultants are likely to be more familiar with the system and are able to support with the most crucial aspect of the transition. At the same time, they are in a better position to provide advice to organisations on how to adapt to the new system.

Ensure robust communication

Prior to transiting to the new system, it is important to ensure that there is a detailed communication plan in place. It should include the steps that will be taken to inform employees of this transition as well as the timeline for these changes to occur. Given that employees will require time to adjust to the new system, it is therefore essential to keep employees abreast of these new changes.

Work closely with your IT department

When it comes to switching to a new software platform, your IT department will be your best friend. They will be the ones with in-depth technical knowledge and will be able to assist the HR department and employees should there be any technical issues that arise.

Gather employee's feedback

Besides the HR department, line managers or supervisors might need to use the time and labour management system from time to time. Therefore, it might be helpful to gather employee's feedback on the usability of the system.

Seek top management's support

Implementation of the system must have the support of everyone from the organisation, including support from top management. Given that employees are likely to be unfamiliar to the system and might require a bit of assistance during the transition, employees have to feel assured that the leaders both understand and support the transition. That way, it will help to ensure a smooth transition without any miscommunication amongst employees.

The important aspect to bear in mind here is that no two labour management systems are the same. There are some which might be easier to implement, while there might be others with additional features, making the implementation process slightly more demanding. However, it is always a good idea to discuss with your vendor to take on a flexible implementation approach that works best for your organisation and have a contingency plan should things go wrong. Additionally, bearing in mind these recommendations, it will certainly ensure a relatively seamless transition into your new labour management system, which will help to enhance your HR productivity and efficiency in the long run.

 

This article was first published on Gpayroll, on 2 April 2019. Information is correct at the time of publication.

Last Modified Date: 10 Apr 2019