Human Resource Management (HRM) has a great importance for companies, because employees are happier when their affairs are well managed. Especially around the corona crisis, employees are increasingly asking questions – so the HR manager should have answers at hand.
 

Often an HRM software offers good functions: Companies can run workforce analyses and record vacation days according to country-specific regulations. What it doesn’t provide, however, are answers to the questions that come flooding in on HR managers every day: How is short-time work regulated and how much salary do I still receive? Does the crisis change anything about parental leave? Ideally, HR managers feed answers into a knowledge management solution via an editor. These can then be integrated into an internal portal, for example, where they are available to employees via self-service. Knowledge transfer could not be more efficient.
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HRM software is not everything

 

Application processes and talent management can be easily controlled using HRM software. However, human resource systems are usually not designed to manage knowledge. A knowledge management solution can structure knowledge, editors can keep it up-to-date, and all maternity leave information, the latest works council guidelines are on hand, available vacation days or shift schedules can be viewed.
 

Knowledge management in the personnel area is particularly helpful for companies that are structured decentrally. This is because many branch offices or a corporate area organization lead to numerous detailed questions, which in case of doubt revolve around regional collective agreements or country-specific legislation. Knowledge Management ensures, for example, that all store managers have access to the information relevant to them. They do not have to pick up the phone, but can find the answer in their human resources software. There, the information is imported via the Knowledge Management system and is always up-to-date.
 

Up-to-date knowledge also simplifies the onboarding of new employees, as information is available and outdated manuals are where they belong – in the trash can. With knowledge as a self-service, newcomers no longer need to dig through outdated files to get to know a company. For onboarding, it is possible to determine what information a new employee should acquire in the first days in the company.
 

 

 

HR portals – always up to date, not only in mid-sized companies

 

Of course, access roles can also be defined and arranged in groups in the knowledge management system. In this way, managers can see important information that is only intended for them – and no one else. Information marked accordingly is automatically fed into the HR portal. For this purpose, the HR topics in the system are clearly divided into e.g. recruitment, additional services, job profiles, etc.
 

There are certainly other areas of application for knowledge management in human resources and in interaction with HRM software. But the examples mentioned above make it clear: The HR department itself, but also the employees benefit from up-to-date knowledge.
 

Knowledge management in combination with HR software can ensure efficiency and satisfaction not only in medium-sized businesses. You can find more information about a solution for knowledge management here: www.getsabio.com. Alternatively, you are welcome to contact us if you would like a demonstration or access the fee SABIO trail to test this new feature.

 
 

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Hendrik Buske
Head of Sales

Telefon: +4940 851927-0
Email: join@sabio.de