Human Resources Managers are some of the most integral parts of a business and employee life cycle. Their duties include recruiting, hiring, onboarding, and training employees, addressing interpersonal concerns, terminating employees, and administering employee benefits. These jobs require high amounts of administrative duties, along with reading and aggregating of data. 

As a result, most companies, if not all companies, are large enough to warrant having Human Resource professionals or departments utilize software platforms known as Human Resource Information Systems or HRIS for short. HRIS systems are designed to help organize most of the data required to accomplish HR tasks. However, most of these systems to not have a way to validate the data, or to edit it to be in the most convenient format for the readers. This is where Ambition in Motion can come into play. 

            Ambition in Motion offers a service known as AIM Insights. This service is most frequently used by Operations Managers to increase worker engagement,  worker productivity, and goal-setting skills. However, this product can be applicable to any form of manager, whether it be a construction manager or a proprietor of a start-up. 

AIM Insights is able to integrate with most frequently used HRIS systems and can also be of use for Human Resource Managers. Here are some of the ways that Human Resource Managers can use AIM Insights.

1)     Onboarding Assistance for New Direct Reports- When a new worker joins a company, while they might know who they directly report to, they might not necessarily know how they fit into the company, along with their corporate hierarchy. On top of that, using the organizational chart found through Microsoft Teams or Slack can be very time-intensive and tedious. AIM Insights can provide easy-to-understand organizational charts through the platform itself, which can easily be distributed.  

2)     Performance Tracking for Performance Improvement- When an operation manager chooses to put an employee on a performance improvement plan, most HR leaders will mandate that HR is consulted to make sure that the company is best protected in terms of legal matters. When HR has access to the productivity rates and task completion rates of the direct reports, it assists them in finding legal precedence and benchmarks to help ensure that the plan is warranted and legal in order to avoid wrongful termination suits or similar problems.

3)     Getting Employee Feedback and Engagement Rates-  Human Resources Departments often rely on employee testimonials as an attraction option for hiring decisions and also for determining the quality of management. AIM Insights has been stated to have produced more genuine and honest feedback from direct reports. Burt Tellier, the Vice-President of North West Rubber, who are customers of AIM Insights, has stated the following: “(They) were looking at the tool and were taken back at the feedback (They) were receiving. People were willing to reveal more in (AIM Insights) than they were when chatting with them face-to-face.” 

4)     Provided Communication Templates­- AIM Insights provides communication templates and can create a standardized format of official communication within an office. For a Human Resources manager, this should be worth its weight in gold. A clear and concise delivery of a message that will be formatted the same across departments means that an HR worker doesn’t have to scrutinize memos as closely, since there would be a predetermined format.

5)     Removal of Recency Bias-  Managers frequently have to write performance reports about their direct reports. These reports are often read by Human Resources when making choices on laying off workers. However, these reports often fall victim to a phenomenon known as recency bias or the “what have you done for me lately” bias.  Recency bias is defined as a cognitive bias that favors recent events over historic ones. An example of this would be how a lawyer’s final closing argument in court is said to be one of the most important moments in law due to it being the last, and therefore favored, event that the jury hears prior to being dismissed to deliberate. Since AIM Insights requires that managers file feedback on each individual task and goal as they are sent in, it allows objective feedback free from recency bias.

6)     Discrete Outside Experts- Ambition in Motion provides third-party experts to assist with business decisions and to receive feedback. Employees are much more likely to be honest with their opinions with individuals who aren’t necessarily interacting with them on a daily basis. In addition to this, AIM Insights can create executive coaching relationships with their highly qualified experts. AIM Insight executive coaches include Management PhD holders, Cognitive Psychologists, and many other high level fields. This mentorship relationship can provide an invaluable opportunity for your Human resource managers.

7)     Saves HR Work- AIM Insights is focused on improving employee engagement and retention. Employee Engagement rates have been observed to plummet before an employee leaves. With AIM Insights, a focus is placed on engaging with employees, and thereby mitigating the risk of employees leaving. While a manager is often responsible for driving the culture of a workplace, HR can often help motivate employees as well.

Human Resources Managers often have to make several difficult decisions, while also making sure that their company is well protected at the same time. Using tools such as AIM Insights can allow them to automate certain tasks, gather more objective data, and make educated decisions based off of all of this.