Co-Founder & CEO at Kollabo
Best salesforce HR management tool!
Flair's intuitive user interface and broad range of functionalities is a must have for everyone who wants to manage employees in Salesforce. Great team and exceptional customer support, definitely recommended!
Choosing the right software can be a long and sometimes complicated process. Assuming the decision in favor of an HR software has been made. The time of implementation is set. It is clear who in your company is responsible for the implementation. Now, at the time of implementation, there is already a lot of information and existing HR processes that have so far taken place without the help of a software solution.
How do you integrate the existing data around the personnel file, salary structures, applicant data, and other processes into the newly implemented software? In flair, for example, you can upload existing data into the newly implemented software with a simple integration feature. With transfer capabilities, old employee lists, processes, and other data can be transferred to the new HR software in just a matter of minutes.
Once all old data is integrated, you'll be surprised how easy it is to manage even large amounts of data. In many manufacturing businesses, employee data and files are scattered everywhere. With flair's "Wizard" assistant you can easily import this loose data into the HR software via .csv and Excel files. You will get help from our implementation team, which will gladly support you in setting up the software and integrating the already existing information into the newly set up software solution.
Subsequently, responsible and trained employees will teach the rest of the staff how to use the software. Gradually, the entire team will become familiar with the newly implemented software solution. There are numerous ways to introduce the safe use of a new HR software to your colleagues. The focus is always on the advantages of the software, which should make their everyday work easier.
In order to take full advantage of these benefits, you need to get to grips with the implemented software and learn to understand it. Even if dashboards are easy to understand and user-friendly nowadays, questions may arise on the part of employees. A contact person for these questions enables a common understanding of how to use the HR software in the best way.
Basically, there are two ways to integrate new software into your company. A step-by-step introduction, where one HR tool is introduced after the other, or a "big bang" where all uses are integrated at the same time. The decision is company-specific and depends on factors such as resources, know-how and employee availability.
To support HR in your manufacturing company, HR software makes it easy to keep the implementation as simple as possible. Once implemented and in use, a software like flair is an integral part of your manufacturing's daily work. The change to use a new tool or software are processes that often meet with opposition. But answering these questions in this entry, even the loudest critics should be silenced.
This question cannot be answered by just a single yes or no. It depends on various factors. Every company must have (at least) a basic number of Human resources processes. However, that doesn't automatically mean, there must be a separate HR department. In smaller organizations, it is common that employees to have more than one role in the company.
Essential is the Core HR activities without which no company can perform sustainably. These include personnel administration, payroll as well as recruitment. These necessary HR processes must also be established in every manufacturing company. To meet the business needs and streamline the processes, a reliable HR strategy is absolutely necessary.
Admin, payroll and accounting tasks are often outsourced to external HR professionals. This relieves the staff of other departments and HR experts with industry know-how can take care of the issue. For whom this is not an option in terms of price (or for other reasons), they quickly end up thinking about an in-house HR software solution.
Human resource management is first and foremost about the people of the company. An HR software solution only supports HR processes, and never completely replaces the employees. Especially when it comes to creative and value-adding HR processes, even the best HR management software stops short.
Nevertheless, various Human Resources Management Systems (HRMS) have been widespread on the market for several years now. Of course, HR departments are not supported by software on a 1:1 basis either. However, the use of effective of HR Technology benefits the overall employee experience and enhances employee engagement - also in manufacturing businesses.
To return to the initial question: Manufactories do not necessarily need a separated HR department if they have an HR technology software that meets their individual requirements and workflows. In addition, of course, they need employees who can operate this HR software properly.
Do manufacturing companies need HR software or not? If so, to what extent does a suitable solution make sense? Managing directors of manufactories must ask themselves these questions. In the end, an answer can only be given on an individual basis. When asking about the benefits, the company's goals and strategy must be clear.
This much can be said, however: With the implementation and use of a professional software solution, companies are more open and positive towards digital transformation. Which HR processes a software ultimately covers in your company, and how efficiently, will depend in each individual case on whether you decide to automate and use an HR software.
The cost-benefit calculation comes up at this point. An HR solution should bring advantages not only for the management and the executive level but also for the employees in your manufacturing business. In practice, there is often one (or more) responsible person(s) who compare a few software solutions and weigh their fit for their own company.
The lack of a proper HR department can be compensated with comprehensive HR software. This way, HR processes are presented by the software in a user-friendly and real-time manner. In order to be able to work in a time-efficient and resource-saving way, more and more manufactories rely on the support of SaaS-based HR software like the one from flair.
Many working hours per week and long shifts are the norms in the manufacturing sector. In order to avoid additional headaches in terms of HR work, it is definitely worthwhile to use HR software as support. Above all, tedious administrative and routine HR tasks are reliably covered with the help of software.
Sales, as well as Customer Relationship Management (CRM) systems, are common in manufacturing businesses nowadays. So why not have a database for your own employees in addition to prospects, leads and customers as well? Transparency, clarity and flexibility are attributes that are associated with the implementation not only of a CRM, but also an HR Software.
The introduction of software makes sense not only for reasons of time and efficiency. It is also about the satisfaction and motivation of your own employees. Employee engagement can be kept high by facilitating the daily work of your staff with the help of HR software. And this is done by allowing them to focus on their core activities and letting the software support them in tedious routine tasks.
There are various uses for HR software that covers just as many HR processes companywide. For a couple of years, there is a boom in the field of HR systems. Despite many great offers, the attention always must be directed inwards first. What challenges do you face in your manufacturing company? In which areas can HR software support you?
If you have the answers to these questions, you will quickly come to the conclusion that the implementation of HR software is worthwhile. The introduction of a software solution contributes sustainably to process optimization in human resources management. A suitable software solution can cover the following areas in HR management:
**Control of time tracking **
In manufactories, physical time recording devices are still in use. The control around time & attendance is absolutely necessary not only for liability reasons. With the use of an HR software timesheets belong to the past. Solutions like flair help you to make sure that everything runs smoothly. In an employee self-service manner, it is possible for your employees to manage their working hours digitally via their mobile devices.
Administration via Smartphone
Working hours can be managed digitally via Smartphone. In addition, user rights can be distributed as desired, so that there is a transparent overview of all times. User-friendly access via the flair App, makes manual time tracking obsolete. With the digital personnel file, other personal data can also be managed with a few clicks via the smartphone. Even breaks and other time off can be adjusted with a few clicks.
Resource- and staff scheduling
Key HR processes from onboarding to offboarding can also be managed with the help of a software solution. The integrated management of different processes runs in real-time. Thus, flair ensures transparent and clear resource- and staff scheduling. Especially in manufactories schedules and reliability are important factors in daily work life. With the efficient management of these aspects labor costs can be kept low and employee satisfaction high.
Planning of employee shifts
flair's shift planning feature offers you the possibility to smoothly manage and plan shifts of your employees. Customizable fields can be tailored to the individual needs of your company. No matter if day or night shifts - with flair shift schedules are created in no time and without headaches.
Like in every other sector a Core HR process is payroll management. Modern HR software should definitely include payroll software, which enables the automation of payroll processing. It's especially these administrative and repetitive tasks in daily work life, that a Software solution supports.
You can find some areas of application for HR software above. But now let's take a look at the most important areas of the use of HR Software in manufacturing companies. In the HR sector, there are extensive process chains that are more or less relevant for companies, depending on the work spectrum. In the manufacturing sector, these are mainly the following features:
In manufacturing businesses, as in many other industries, the importance of working time is a major issue. Efficient work is best combined with the simplest possible time tracking tool. The track of working time should be a big additional effort, neither for employees nor for the management level. Therefore, the use of HR software like flair is suitable.
Data- and document management
Modern HR software helps you to digitally manage your data- and document management with the help of cloud services. This way, large and messy piles of paper become a thing of the past. This is not only beneficial for the environment but also allows companies to work more efficiently. Digital personnel files can be moved and individually customized with flair.
Employees of manufacturing companies attach great importance to the coordination and collaboration with their co-workers. The organized planning of shifts sets the foundation for good cooperation. Access rights can be distributed according to individual needs, so that not only the management level has the power of determination. The consequences of this flexible and user-friendly solution are departmental- and even company-wide transparency.
flair can also be used as an applicant tracking system. With various features, the application process in your manufacturing company can look much more efficient and resource-saving. With the job Multiposting feature, job advertisements and job postings can be published on any job portal with just a few clicks. In addition, you can use the CV parsing feature to transfer applicant data from CVs directly into your internal database. Thus, the use of applicant management software serves for easy search and hiring for new employees in your manufacturing business.
HR professionals face many challenges in the manufacturing sector. Classically, there is a high turnover rate of employees. Therefore many employees leave the company and many new workers need to be hired again. Automatically Human Resources must consider many different aspects with this factor.
Starting with the job advertisement, recruiting, retention and onboarding up to a possible offboarding, where employees leave the company. It is essential to identify which positions are needed and which competencies are required to perform the job. Keyword: workforce management.
For HR managers, the question arises of how to reach skilled workers on the right channels and job boards. If you are visible as a company, you also must be the most attractive next to all the other competitors. The candidate journey begins. And at the same time, the image of your company is an essential part of the employer branding strategy.
In the manufacturing industry, HR managers (as in all other sectors) must ask themselves what the motivators and incentives of their own employees are. This is often very industry-specific and therefore important to assess individually. Only those who know their employees can use their potential correctly.
To avoid ongoing new hires, the existing workforce should feel as comfortable as possible. Especially top talent you should try to retain at every price. This can be achieved through integration and transparency, but also through benefit programs and development opportunities. In this way, employees are shown career paths and, ideally, accompanied accordingly.