The primary argument forwarded to make a case about why HR automation software is a prudent business decision is efficiency: such a system improves manual, time-intensive processes and ultimately saves organizations money. Less commonly discussed, but equally important, is that these systems allow businesses to adhere to regulatory and organizational requirements. Boosting profitability is obviously a valid goal, but if a company or its employees fail to adhere to legislative or organizational rules, they many find themselves in hot water.

Human Resource management is a multi-faceted organizational challenge. Along with talent acquisition and retention, HR departments are faced with the tasks of electronic HR records management, meeting government regulated compliance standards, as well as meeting time sensitive payroll processes.

With so many responsibilities falling onto the HR department, inefficiencies tend to surface, particularly in regards to paperwork and administrative burdens, delayed payment, review and approval processes, and even in the hiring process itself. These inefficiencies stem primarily from a common underlying issue: outdated HR records management.

For organizations wishing to curtail their HR records management challenges, the following advice is a step in the right direction. Here is our unconventional guide to electronic records management for HR.