HR Records Management Software in the New Age
Human resources, at its inmost purpose, a function within businesses that is designed to streamline and maximize employee performance across departments, roles, and strategies. As technology innovation and adoption increases in the human resources industry through tools like BambooHR and other HR records management software, so do the demands for newfound strategic tools in the world of human resources.
An Introduction to the Dave Ulrich Model of Human Resources Management
Traditionally, Human Resources has not been at the forefront of strategy or innovation within the enterprise. However, Dave Ulrich’s model for human resources, when used in conjunction with HR records management software, transcends this paradigm—propelling HR to the forefront of every organization’s strategic roadmap.
Before Dave Ulrich, HR was at risk of growing extinct: Bureaucracy was focused on profit and loss statements, cashflow, and finance as the main strategic vehicles for growth and organizational stability. However, Ulrich mechanized what others couldn’t up until his time: the role that employee happiness plays in productivity, profits, and worker longevity.
4 Roles from Ulrich to Use in Tandem with HR Records Management Software
The following 4 roles should be adopted by all HR Directors and Managers wishing to inculcate Ulrich’s model in its entirety: HR Business Partner, Change Agent, Administration Expert, and Employee Advocate. In the remainder of this post, we will discuss how HR records management software can be used to accomplish each of the 4 objectives in Ulrich’s model.
HR Business Partner
Ulrich’s notion here is that HR influences positivity in organizational design, and plays an integral role in increasing productivity. HR records management software accomplishes this by reducing paper-dependent processes, digitizing workflows, and expediting the file discovery process.
In fact, this is one of the many reasons HRIS (Human Resources Information Systems) and HRMS (Human Resources Management Software) do not make the cut as part of Ulrich’s revolutionary model: they are not only cost ineffective, they do not rely on metadata driven architecture to find files fast.
Change Agent
One of the only sureties in the business world is the continuality of change. Change will persist no matter what conditions an organization is subjected to. Ensuring the change is undertaken swiftly under Ulrich’s standards requires digitization of documents: something HR records management software provides.
Being an effective agent for change, as Ulrich demands HR managers to become, requires that HR professionals are effective arbiters of information—and this cannot be accomplished without the use of technology equipped for the job.
Administration Expertise
Ulrich describes this aspect of his model as the “transactional” component to human resources, insisting that in absence of HR personnel as trustworthy administrators, HR cannot play a strategic role within an organization.
At the functional level, this aspect of Ulrich’s model requires that HR managers successfully navigate legislation, and regulatory initiatives.
HR records management software employees features that simplify these processes for human resources professionals. For instance, the automated document deletion and retention scheduling of software automatically deletes files at 7 years—automating records management and de-cluttering the information system for HR professionals.
Employee Advocate
The final and arguably most essential component of any HR manager’s toolkit, including Ulrich’s, is serving as an effective employee advocate—an increasingly important role given the diversity of the workplace across industries and countries alike.
Although diversity in employees is to be cherished, diversity in how they manage information, however, can be a significant drawback to effective records management.
Use of HR records management software enables HR managers and directors to streamline what would otherwise be an array of different ways to manually file, store, and classify information and synchronize all of them into an automated, singular fashion. When everyone has a different way of storing information, that’s when information becomes irretrievable.
Thankfully, HR records management software prevents this issue with features like templating, metadata driven file retrieval, and Zonal OCR.
When everything is stored in one centralized repository, HR managers and directors are better able to assist employees who ask HR personnel for actionable advocacy. For instance, tracing what happens and where within the repository holds employees accountable for their behavior, making advocacy easier to come by.
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