Attention HR colleagues: get more work done in less time!

We’re focusing this month on the value of reporting tools to better gather, analyze and stay on top of your work, but let’s step back for a minute and talk about how to put your ducks in a row leading up to the usefulness of reports.

Maintain, update and share your content more efficiently
If your organization is not already, consider tracking your policies and procedures in policyIQ. Take advantage of online, shared authoring capability, version control, centralized access, routed review and approval and so on. Do you have a reliable place to maintain, update and redistribute documents that are important to your 2-Employee-Handbookemployees, such as information related to benefits and resources available to them? Do you have a means for easily compiling this information in an Employee Handbook that can be shared company-wide electronically for free or easily printed, if that be your preference?

Use as a repository with managed workflow for document sharing really accounts only for the most basic application of policyIQ. Once you have realized the advantages of automating the upkeep and communication of key information in your organization, you can open the doors to significantly improve the effectiveness and efficiency of how you carry out the work behind all of that documentation!

Think about the steps that you must take today to inventory your documentation or policies and procedures related to a particular area of your business. Then you have to work through the process of getting the word out to process owners to update their relative documentation so that it continues to reflect what actually happens in the work place. How do they route their changes to appropriate reviewers? Do they always know who those reviewers should be? Does the documentation sometimes get lost in the shuffle on someone’s desk or in their email?

Learn how to look at your information in new ways–critical information at your fingertips!
In our upcoming CPE training session on Thursday, October 21st, you will learn how you can manage such information in policyIQ, build relative reports and then save those reports to your “Favorites” so that, at a click of a button, you can begin acting on information in an instant going forward.

Use reports to easily answer these Human Resources related questions:

  • Are all of the “New Hire” policies up to date?2-HR-Report-Results
  • Is all content in the Employee Handbook up to date?
  • Which HR policies have not been reviewed in the last 18 mos?
  • Which Policies and Procedures are due for review and updating in the coming 60 days?

Additionally, if you utilize policyIQ for contract management or tracking, you could easily monitor and maintain related deliverables. Reports make it simple for you to:

  • Review the current list of contract employees, their departments, and agreed upon deliverables.
  • Determine which employees have staffing contracts expiring in the next 60 days.

And, the use of policyIQ to manage initiatives or projects would further allow you to:

  • Report on the status of the contract employee’s deliverables and whether milestones have been met on time and on budget.

This is just a small sample of processes that could be automated and streamlined using policyIQ Reports which might pertain to your Human Resources group. We’d be happy to talk to you in more detail about how to transition your manual processes into policyIQ and how to further utilize the features of policyIQ to work more efficiently. Let us know what you’re working on and we’ll help you to pick up the pace!


This entry was posted in Solutions by Stephenie Buehrle. Bookmark the permalink.

About Stephenie Buehrle

Stephenie is the “solutions” expert on the policyIQ team. With RGP since 2004, she designs and develops solutions that capitalize on the best practices of the hundreds of companies that she has touched, while tailoring each configuration to meet the unique needs of each client. Before joining RGP and the policyIQ team, Stephenie enjoyed working as an independent consultant in the non-profit sector. Stephenie also previously performed analyst services for a major brewer ranging from roles in biological and chemical services to analytical roles in business process improvement and innovation. Stephenie quips that she still doesn’t know what she wants to be when she grows up, but hopes to spend her days helping others (companies, individuals, and communities) to realize their full potential.

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