Four Quick Wins for HR
In Human Resources, especially learning and development, 4 quick wins can be identified leading to more efficiency, and so reduced costs. As a matter of fact, valuable time is being lost.
1. Increase management and employee involvement
In many organisations the processes for learning and development, including the performance/appraisal management cycle, are centralised. This requires capacity of centralised staff departments, not necessarily reducing the time spent elsewhere in the organisation. Papers are prepared, distributed, returned and (manually) analysed. It would be better to delegate this work to the ones directly involved in the organisation. They will not spend more time, just differently and more efficient. Involvement and commitment from employees and leaders make that required actions are timely identified, planned and followed-up, even better aligned with daily duties. This would not require any time anymore from a central (HR) department.
2. Quit Excel
“Excel is your best friend”, a statement that is often heard. However, Excel is also a silent killer when considering time spent. Excel is a calculator, not a records management system. A single Excel file per employee for keeping records is labour intensive and susceptible for errors. Changes in management approach must be processed in all individual files, and everyone can – and will – mess around. Analysing data requires more copying and pasting. Excel is easy and user friendly, but does not reach the efficiency of a proper database with reporting options.
3. Stop shifting papers
As hardcopy or electronically, HR departments remain shifting a lot of paperwork. An HR department can be considered a roundabout for records. Forms are sent out and received back, making sure files are kept and record copies are send out again to the appropriate persons. Certificates from training providers are received, copied and archived, and forwarded to the stakeholders. There is no real added value in all those activities, while it still requires a lot of time to execute. An organisation should provide for a proper database to which everyone can contribute, and where everyone can find the information required and permitted.
4. Offer knowledge electronically
Training costs are not so much related to the invoice to be paid. The biggest costs of training are related to reduced deployment of personnel as a result of time spent in a training institute. For knowledge transfer, there is no need to be in a training institute. Many course do have a knowledge part and skills part. Knowledge can be offered and assessed separately through electronic means, at a time that does have less impact on daily business. In this way a significant reduction of required training time can be achieved.
Client Case: Savings at Croon Elektrotechniek
Croon Elektrotechniek, a large electrical engineering company in the installation sector, has developed their “iLearningPortal” based on CapCloud, since 2014. Currently Croon has registered over 2100 accounts with CapCloud. The basis for the development was, and is, a clear vision on learning and development, but also the short-term business case was easily done looking at efficiency improvement.
Sandra Mouwen, E-College Coordinator: “In order to meet the demands of continually changing markets, characterised by a high level of uncertainty and complexity, it has become necessary to join forces with personnel for increasing their employability. It means making their talents visible, sharing knowledge and managing all opportunities for learning and development, including re-education. Of course, at minimum costs. Using the iLearningPortal based on CapCloud, employees can learn in their own time, at the right moment, focused on personal needs. Things learnt can directly be applied in their daily jobs.”
Apart from the operational benefits of the iLearningPortal, also the cost savings became apparent in Croon. Sandra explains: “Less days spent in training institutes, and digital information transfer instead, possibly in combination with personal interaction. It means a significant reduction in time spent and associated costs, and an increased effectiveness of learning and increased performance of employees. Only the minimum safety training (SSC/VCA) made us earn back the whole investment already.”
Feasability: if you could only safe 3 hours
The 4 quick wins can easily be achieved making use of the CapCloud platform. Available directly, always and everywhere. Even if your organisation could only save 3 hours per employee per year, CapCloud earns itself back. All other savings and performance improvement can then be considered profit.
Curious about the feasibility? Please request for a quick quote by just sending an email indicating the number of personnel. Just good to consider.
For more information please call or mail CapCloud.
If you want to know more about the experience of Croon, please contact Sandra Mouwen, + 31 88 923 3344