Using HRIS for Employee Resignations - HRIS Payroll Software
Resignation

Using HRIS for Employee Resignations

By: Dave Rietsema
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HRIS Can Help Make Employee Resignations Less Painful

Employee resignations are an inevitable fact of life that every company must face sooner or later. Whether an employee was strong and the resignation was unexpected or the employee was weak and the resignation was bound to happen, employee turnover can be costly and painful for an organization. However, a HRIS can help to ease the burden and costs of employee resignation when used properly.

Identifying Reasons for Resignation

Exit interviews have been around since the dawn of time, but HRIS can work to make these tedious surveys less tedious, less awkward, and more valuable. HRIS makes it possible for employees to fill out an exit interview on their own time, online, which can make the situation less stressful for the employee and allow the employee to provide real insights into the reasons for leaving without feeling the pressure of a manager’s gaze. Once this information is in the system a data analysis can be performed to identify certain key reasons that may be causing employees to leave, which can then be used to make organizational improvements.

Simplifying Employee Termination

HRIS makes it easier to terminate an employee from the system, as a simple push of a button can take an employee out of the scheduling system and can prevent future confusion and complications. HRIS can also help employers keep track of what company property an employee may possess and what services may be paid for as part of the company’s “perks.” Having a detailed list of these items makes it much simpler for an employer to retrieve items and cancel services and may serve as evidence that the employee still possesses these items if there is any difficulty recovering property.

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Assisting with Recruiting for Replacement

Replacing an employee can be difficult and can cost an organization valuable time and money when done the old fashioned way. HRIS can greatly ease this burden by identifying compatible and qualified employees both within the organization and through recruitment resources. In some cases, HRIS can save companies massive amounts of money by identifying employees within the organization that are already trained and are capable of stepping right into the position without all of the hassles of onboarding and training.

Training Plan Creation

When a replacement candidate has been selected and put in place, HRIS can be invaluable in crafting a training plan and identifying any gaps in training. Taking a proactive approach to creating a training plan is far superior to waiting for training gaps to become evident by on the job performance and can help an employee to more comfortably transition into the position, which can help to prevent future turnover and disengagement issues. As the employee completes the training modules, the HRIS will continue to track training so that managers are always aware of the employee’s capabilities, competencies, and training needs.

Transitioning Workload

In some cases, it may be more fruitful to reassign the workload and phase the employee’s position out when an employee resigns. Even if the position is not phased out, it may be necessary to reassign tasks until a replacement is capable of taking over the position. A HRIS can be very helpful in making sure that all of the employees that will be picking up the slack are informed and that all loose ends are tied up before the employee leaves.

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