Companies make the decision to implement HR technology for a number of reasons; for example, to reduce paperwork and to streamline existing administrative processes that are too time-consuming and manual. But the overall goal is nearly always to improve business outcomes.

Considering that companies who have a formalized employee engagement program have 26% higher annual revenue growth than those who don’t have formalized engagement programs, it’s safe to say that engaged employees are a valuable asset to any organization.

Here are three ways an investment in HR technology can help motivate a workforce:

Effective feedback

Feedback, alongside clear goals, provides employees with the tools they need to improve or manage their performance. When employees meet expectations, their confidence is likely to increase. Managers giving little or no feedback to employees result in 4 out of 10 workers being actively disengaged which demonstrates that providing constructive criticism is essential.

Employees can easily become disillusioned with long and drawn-out review processes. Timely feedback is important for retention. When selecting an HRMS, take into account performance management functionality as it holds the key when it comes to outlining clear expectations and setting standards for your workforce. If performance management is high on your agenda, look for an HRMS which offers a fast and simple performance review module which employees can access themselves through an online portal.

Culture of continued learning

Engaged employees make a company. However, as well as serving the company’s needs, they have their own individual aspirations.  For good employees to stay motivated, there should be clear opportunities for professional learning and development.

An HRMS can help with this by driving career development activities and by helping managers identify areas where skills are lacking or further training is required. HR technology can provide data on employee performance which can highlight those who are thriving in their current role, as well as those who might need further support.

Evidence suggests that it can cost 33% of an employee’s salary to replace them. Investing in existing talent will save a business money in the long-term.

Simple user experience

User adoption is incredibly important for a smooth HRMS implementation. Look for software with an intuitive design which prioritizes user experience and requires minimal levels of training.

The right technology can make a positive impact on existing performance management processes for employees at all levels in an organization. For example, mobile access allows managers to gain access to performance goals remotely which means that relevant information is always available to them.

Tracking and scheduling are what makes day-to-day operations work so they shouldn’t be overlooked. A HRMS should make employees lives easier by allowing them to record their essential data efficiently. If essential administrative tasks that were once a chore are much easier to complete with a HRMS, then there’s more space for productivity elsewhere.

Contributed by Lauren Stafford, Digital Publishing Specialist, HRMS World