HR software and training: how to build better employees

Recently, we came across two Wall Street Journal articles that reinforce a common workforce theme: doing more with less.

The first article, “Why Human Resources Software Start-Ups Are On Cloud 9” by Scott Denne, discusses the emergence of HR management software into a more prominent marketplace, due to an increased interest in employee management systems. The second piece, “Fine-Tuning the Perfect Employee” by Lauren Weber, examines the heightened focus companies are placing on training programs. These articles indicate that managers are reacting to high unemployment by improving their existing talent to meet their needs rather than reaching out to see what the talent market holds.

Each article offers a different perspective on how companies are seeking to perform better with fewer employees. In the first, Denne states, “Human resources software is also attractive … because so many companies these days are looking to extract every bit of value from their employees.”

Meanwhile, Weber’s article illustrates how many companies are now re-establishing training programs that had been reduced considerably in reaction to the economy. Organizations have discovered the benefits of improving their existing employees to recalibrate them for new initiatives or to expand their knowledge so they can provide more services to the company.

These trends demonstrate a renewed focus on developing existing employees, which ultimately helps organizations keep costs down while achieving corporate and financial goals. In this pursuit, companies should also ensure that they are improving employee engagement. By building better employees and increasing their productivity, organizations are improving their employees’ marketability and expanding their importance to the company.

If these initiatives are not coupled with increased focus on retention, the company’s investment in its employees could be wasted should they leave the company for other opportunities. Worse yet, the employee might be picked up by a competitor.

Ensuring the fine-tuned employee is content with the company and focused on putting his newly-developed skills to use internally will further enhance new workforce investments.