Using Paper Trails & the Voice of Your People to Create a Case for Your HR Transformation

Using Paper Trails & the Voice of Your People to Create a Case for Your HR Transformation

Creating a compelling case for an HR transformation isn’t a simple task, but there are a few tools HR professionals can use to help secure approval. One way is to examine the amount of paper you’re producing, and the second is to use the voice of your people to spur change. We’ll take a look at each process in greater detail below.

Follow the Paper Trail

The amount of paper generated by HR can be astounding. One way to illustrate the drain of resources caused by your outdated HR processes is to identify every piece of paper created for every employee. It’s not uncommon for larger organizations – especially those with multiple locations – to fill entire warehouses with their records.

Nowadays, there is simply no need to keep hard copies of paper in addition to digitized copies. In modern organizations, there is more money associated with eliminating shipping and paper costs than any other facet of HR technology. For some companies, the savings of switching from paper-based processes can be millions of dollars per year.

Assess which records should be digitized, and which can be destroyed. Then, establish a policy and process: after your HR transformation has been approved and rolled out, everything will be digital. You can create, archive, and retrieve all employee records digitally, because today’s technology has the power to support these functions.

Data security is also now more powerful than ever before. With role-based permissions, you can ensure only designated parties have access to visibility based on their needs. Not only does this protect your digitized environment, but it also ensures compliance and gets HR out of the paper chase for good.

Talk to Your Employees

The voice of your employees is among the most influential motivators for change. To pinpoint issues in your current processes, interview key stakeholders. In some cases, this could be the entire organization; in others, it may be concentrated to specific business units or people managers. Consider your catalyst for change to determine the appropriate groups for your interview.

Then, ask your interviewees what they think about HR. Does HR do a good job in living up to its promises and supporting the needs of business units and employees? How do people feel about the value of each facet of the employee lifecycle? Use the responses to capture the organization’s voice, and let that voice be the catalyst for change.

The feedback may uncover surprising insights, but it can also give you leverage for making an HR transformation: when teams are asked to provide feedback, there is an expectation that the organization will act on it.


HRsoft is the trusted global leader in compensation management software whose COMPview solution is proven to control and simplify the full process and allocation of merit, bonus and equity awards to drive manager and employee engagement.

Learn More