Trouble Retaining Employees?

Retain Employees with an HRISEvery company goes through a phase where they find themselves replacing employees at an inordinate rate. In trying to resolve this issue, most managers look at the corporate compensation plan and the benefits packages but the problem may lie elsewhere.

Consider for example, an under trained employee who is excellent in every other category. While the company suffers from his lack of training, there may be other employees who feel the stress of contributing and will often resolve their anxiety by quitting. 

A second similar situation exists when poorly performing employees are not counseled properly and other, better qualified employees vent their frustrations by resigning. Lastly, compensation does play an important part of every employee’s job satisfaction. Many will simply leave for greener pastures if their reviews are not performed and pay raises are not given in a timely manner.



The Solution is in the Process

Most companies have already successfully dealt with these types of issues in the past and have the processes in place to deal with them again. The problem lies in the execution of the processes. Most companies are not in the HR business and, for this reason, the HR processes do not always get the full attention of management. As the process breaks down, a “snowball” effect takes place and a serious situation develops.

The key question then becomes, “How does a company ensure that their HR processes from hiring and training to counseling and termination are properly and completely implemented in a timely fashion?”


Human Resource Information Systems

Managers are people too, and will focus their attention on the most pressing priorities in their departments. These priorities are typically the ones that the company sets forth. It is not until an HR problem becomes a crisis that it is finally resolved. This method of handling HR issues is counterproductive and is far more time and labor intensive than necessary. Instead, an HRIS can be designed and implemented to ensure that all managerial levels comply with all company policies.

With a properly designed HRIS, all new hires can be brought on board with the correct documentation, all training will be monitored and completed and all counseling and reviews will be handled properly and on time. Executive management or the HR department can have further oversight ability to fully ensure compliance. In short, the owner of a small business or the mid-level manager of a mid-sized company can put many of his HR problems on the back burner because they are simply not allowed to develop.


Has the Solution Changed?

The solution is still in the process and in its proper execution. No HRIS system can solve a poorly designed training or counseling process or a company that refuses to follow the company protocols. 

An HRIS can, however, ensure that every step and piece of documentation is made known to the relevant parties and remove any doubts as to who has ultimate accountability for the implementation of the process. It can help keep the best and the brightest at your company from leaving and will ultimately provide you with a better trained and more experienced staff. It may not solve all of your HR problems, but, at the very least, it will ensure that the right people are giving their “resignations.”


About the Author

Carolyn Sokol is a frequent contributor to, working alongside such businesses as ECI Empower and Ultipro, among others.