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Leverage an HRMS: Improve Performance Management and Employee Engagement

Blue Paper
April 30, 2015

In today's competitive marketplace, HR departments are expected to play a strategic role in helping organizations meet new challenges. To meet this expectation, many HR professionals are turning to technology that allows them to focus less on administrative tasks and more on initiatives that help the organization improve its processes and grow.

Performance management and employee engagement are prime examples of HR functions that are integral to the organization's success — and ones that can be improved dramatically with new technology.

HR departments are often held back from improving these areas due to a reliance on legacy manual or paper-based processes.

The high amount of administrative tasks associated with these legacy processes can leave HR departments with little time to implement more effective employee development and engagement practices.

A Human Resource Management System (HRMS) can help HR professionals meet performance management and employee engagement challenges and, in turn, empower HR as a strategic business partner.

This white paper will address how an HRMS can help organizations improve performance management and employee engagement by streamlining processes, solidifying communications, and maintaining compliance requirements — freeing HR professionals to spend their time developing and implementing additional strategic initiatives.

In today’s competitive marketplace, organizations are expecting HR to play a more strategic role in helping overcome business challenges. In response to this new responsibility, many HR departments are targeting performance management and employee engagement as high-impact areas ripe for improvement.

This website contains articles posted for informational and educational value. Paychex is not responsible for information contained within any of these materials. Any opinions expressed within materials are not necessarily the opinion of, or supported by, Paychex. The information in these materials should not be considered legal or accounting advice, and it should not substitute for legal, accounting, and other professional advice where the facts and circumstances warrant.
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