Employee Self Service
Under Employee Self Service (loosely translated: employees - self-service , see Self-Service Technologies ) means to a web-based application or a mobile application that mess with the employee's personnel-related data itself; view, change, or start approval processes.
Employees' access to their own data and HR management processes via the intranet of their own company simplifies, accelerates and standardizes HR management processes and enables interfaces for data queries by authorities (Business to Authority - B2A). Employees take responsibility for the topicality and correctness of their data. Since commercial employees usually do not have access to a PC at the workplace, a kiosk system can fill this gap.
According to a study, the profitable introduction of the ESS is only achieved from a company size of approx. 500-1,000 employees, regardless of the industry, due to the great effort involved in implementation. Companies of this size in Northern and Western Europe use such a system in 27%. ESS is used more frequently in the USA (48%) and Australia (55%). In order to enable small and medium-sized companies to work profitably and inexpensively with an “Employee Self Service” solution, more and more software manufacturers are relying on the SaaS model.
Depending on the type and scope of access to the data, the ESS distinguishes between several levels:
- Obtaining information from company and employee data, e.g. B. Company telephone directory, job offers, information on company agreements
- Obtaining information from your own personal data, e.g. B. Display of remaining leave
- Data management of your own personal data, e.g. B. Change of bank details or address
- Start of approval processes, e.g. B. Registration for further training measures, ordering office supplies, accounting for travel expenses or suggestions for development goals
In the early days of Employee Self Service, the focus was mainly on automated communication between employees and the company's HR department. The new generations of the ESS give employees the opportunity for career planning, skill development, further training, control over the achievement of goals and interactive performance recording.
In addition to Employee Self Services, special Manager Self Services (MSS) are almost always used for executives. Both ESS and MSS play an important role in realizing an advanced service delivery model in the context of shared services .
Self services can offer added value compared to contact with an HR (service) employee, e.g. B. by the higher time and local availability, time savings and the independence of the user in the service processes.
Examples of ESS are:
- Creation and submission of a vacation application,
- Creation and modification of a travel application,
- Creation and processing of travel expense reports,
- Change of your own telephone number and other personal data,
- Presentation or adaptation of private events such as marriage or the birth of a child,
- Enter the working hours,
- Request for proof of remuneration,
- Booking or cancellation of a training course,
- Maintenance of a candidate profile,
- Maintenance of a qualification profile,
- Search of employees,
- Entries as part of the annual employee assessment process, etc.
Examples of manager self services include:
- Monitoring of working hours
- Approval of trips
- Talent management (e.g. employee evaluation)
- Personnel requirement planning and recruitment
- Reporting
The data maintained by MSS and ESS can overlap. For example, the following can be maintained by employees and managers alike:
- Monitoring of working hours,
- Reporting,
- Personnel requirement planning and recruitment
Further information
- Wilhelm Schmeisser , Alois Clemont, Alfred Protz (eds.): Personalinformationssysteme & Personalcontrolling. Verlag Luchterhand 1999, ISBN 978-3472036814 .
- Blume, Patrick: 12 misunderstandings on the subject of e-HR, in: CoPers e-HR Personalarbeit, 06/2003, pp. 14-16
- Flower, patrick; Speicher, Annette: Evaluation and acceptance of e-HR, in: CoPers e-HR Personalarbeit, 06/2002, pp. 18–23