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HR Myths: Manual Entry is HR's Job

Once upon a time, manually entering employee data into an HR system was HR’s job. But this was only because there was no better way, since employees completed and submitted applications, forms and other documents on paper.

However, today’s technology has evolved to effectively make the process entirely digital; the introduction of self-service tools allow employees to own and enter their own data, releasing HR from an intermediary role.

In essence, data entry no longer needs to be HR’s job. What can be a burden to HR is a breeze to the individual employee – one that today’s workers are all fully capable of handling.

So why won’t HR let them?

Looks can be deceiving

Nearly 90% of U.S. businesses currently utilize self-service technology, according to research by In that survey, HR professionals reported the five top tasks they allow their employees to do through HR tech:

  • access payroll information (74%)
  • update contact information (63%)
  • enroll in benefits (57%)
  • track time (56%)
  • request time off (55%)

What’s more telling is another finding from the survey: In nearly 30% of those businesses, HR still enters at least 90% of employee information.

In other words, just because an organization has implemented HR tech with self-service capabilities doesn’t mean it allows its workforce to use those capabilities.

Opportunity knocks

From the same survey, look at the five tasks with the lowest employee usage:

  • complete performance reviews (35%)
  • submit expenses (28%)
  • electronically sign forms (25%)
  • take surveys (21%)
  • manage schedules (18%)

The opportunity for greater tech utilization is clearly there. But the full weight of data entry will never be lifted from HR’s collective shoulders, nor the maximum ROI achieved, when employee access is limited.

Paycom’s HR tech even bears the proof. Direct Data Exchange® monitors completion of HR tasks by employees to calculate ROI in real time (based on recent research by Ernst & Young), as well as ROI remaining on the table when employees’ tasks are completed by someone other than themselves.

Employees own their data outside of work 24/7. When HR trusts them to own their data inside the walls of work as well, everyone wins.