Obtaining an accurate view of your workforce can be a challenging task in an organisation as large as the National Health Service (NHS). Human Resources (HR) departments must deal with a regular stream of starters, leavers and those changing roles. With a multitude of systems, HR teams are under pressure to ensure staff records are up-to-date to improve security, access and accuracy of data.
Accuracy of records
The role of the HR professional is to effectively manage the workforce, but are effective systems in place to help support this aspiration? As the NHS has grown and technology advanced, the service has recognised the need to move away from paper-based systems, however, many organisations have yet to achieve this goal.
The digitalisation of people management procedures has taken strides forward. Systems to accurately manage people records, user access, emails, etc., are in place – the thing that adds complexity and user frustration centres on automation from the Electronic Staff Record (ESR) system linking to other staff-related access systems.
These updates should occur automatically and not be partially updated or manually updated, which leads to increased workload and a time lag in accurate data.
The Trusts that have efficient and modern HR departments are supported by system automation. Software that provides a link between the various vital systems reduces the need to update multiple records and provides enhanced control directly to the HR professionals.
A survey has found that BDS Solutions’ Directory Manager, can significantly reduce administration costs, with the time saved equivalent to 1.25 full time staff per 5,000 users managed. The synchronisation of data frees up resources and reduces the turnaround time of updates.
Employees who have joined the organisation can quickly start their role, ensuring they have access to the right systems and are all set up prior to on- boarding. Those moving roles are too efficiently changed in the system to ensure they have the correct access in order to meet their new job requirements. Security is also enhanced, quickly disabling non-active employees to cut off access into crucial NHS systems.
Management of the NHS’ most important asset, its people, should take priority. This includes automation of communication between systems for people management, proving efficient and automated updates to enable a modern and capable HR function.