January 20th, 2022

3 Things HR Leaders Want More Time For

Whether your human resource management team is one person or several, they are responsible for a lot. Talent management, payroll and benefits administration, performance management, workplace compliance, are just a few of the primary responsibilities of HR. 

But out of all these tasks, new research shows there are three areas HR leaders would like to spend more time on

  • Recruiting and retention
  • Training and development
  • HR strategy

Why HR Wants More Time for These Things

It shouldn’t be a surprise that HR wants more time to focus on recruiting and retention. Turnover is at an all-time high, and the job market has never been more competitive. But what comes as a secondary need to that is the training and development of your employees. 

Offering training and development to employees is critical for retention. LinkedIn’s Workforce Learning Report shows 94% of employees would stay at a company longer if it simply invested in helping them learn. Finding the time and tactics to focus on these areas requires an HR strategy. 

Unfortunately, 41% of human resource’s time is spent on tactical, but necessary HR work. This doesn’t leave much time to focus on HR strategy. Organizations can try to spend more time on their HR strategy by making sure they are practicing proactive HR and not just reactive HR. 

Proactive HR essentially requires you to plan. But with all that you have to do, this can be challenging. Think about how you can automate tasks—or offload your existing administrative activities that might be getting in the way. 

What’s Getting In the Way 

If you’re in HR, just think about the things that take up most of your time. We can probably guess that it’s talent management followed by payroll and benefits administration. But payroll and benefits aren’t on the list of things you’d like to be doing.  

For example, a recent survey we conducted found that 23% of HR and business leaders spend over 11 hours a week on payroll and benefits administration. But 38% would like to spend less time on this HR responsibility. That’s because payroll and benefits administration requires a lot of administrative work from ongoing processing to compliance and reporting. But the time spent on this work doesn’t provide as much ROI to the organization. 

What gets left behind when so much time is spent managing payroll and benefits? Your existing employee strategy—including recruiting and retention and training and development.

How HR Can Get Back Time 

To get more time to spend on these areas, business and HR leaders will have to give up some of their administrative tasks by hiring more internal HR staff—or perhaps a better option—hiring external HR support

To reclaim your time while still ensuring your business runs smoothly consider outsourcing tasks that aren’t critical for you to actively manage and execute, such as these human resource activities: 

  • Securing & Offering Employee Benefits 
  • Handling Payroll, Compliance & Legalities 
  • Managing HR Operations 
  • Onboarding & Growing Teams

Outsourcing these activities to a trusted, local HR partner drives value for your organization while also freeing up your time so you can focus on the strategic initiatives that will help your business thrive. To learn more about how to improve the efficiency and effectiveness of your HR, download the guide below. 

Download Our Guide: Improve the Efficiency and Effectiveness of Your HR

Download this guide to learn about how you can improve the efficiency and effectiveness of your human resources.

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