The synergy between Identity and Access Management (IAM) and IT, cybersecurity, and admin departments of an organization is obvious, but another department in an enterprise that is equally advantaged by IAM is Human Resources. You see, IAM doesn’t just help keep the bad guys out. It works to make life easier for the good guys as well.

HR is already challenged by large and scattered workforces – a scenario accelerated by the pandemic – and therefore having a framework of business processes, policies, and technologies can facilitate better management of employees. To a large extent, this is exactly what an IAM does.

Here are four ways IAM can help with Human Resources.

1. Seamless Employee On-boarding/Off-boarding

IAM facilitates automated and monitored on-boarding and off-boarding of employees in several ways. An important part of how this is achieved is that during the provisioning process an IAM creates a single account for each user, to which you can assign access to all necessary apps.

What would otherwise take HR days can now be done in minutes - which means that employees can hit the ground running on their first day, turning new hires into productive members of the team faster than ever. Also, IAM ensures employees only have the permissions they need, helping maintain security.

The off-boarding transition too is faster as deprovisioning is automated by IAM, and keeps the organization safe from unauthorized access to applications and data by former employees. This can go a long way in ensuring privacy and security.

Without a centralized IAM system, provisioning and deprovisioning need to be done manually, which means a longer time for employees to gain productivity, and also longer before employees are removed from the organization’s system, leaving the door open to security risks.

2. Efficient Learning and Development

IAM is all bringing all users onto a common platform for easier management. This basic concept lends itself perfectly to also delivering communication and training to all employees across the organization through the same system. 

It is easier to roll out mandatory training content through the IAM dashboard to employees who are registered on the IAM, and track progress. Content too can be tailormade for employees based on their function or department. The IAM can therefore replace a Learning Management System in the roll-out of several types of communication or training.

3. Improved Employee Relations

Human Resources today are dealing with an increasingly distributed workforce - this has its upsides, but also cuts employees off from a traditional office setting. So, how do you work on improving those relationships, maintaining a consistent experience for employees connecting to corporate resources from across the country or world, and without sacrificing security?

Just as with the roll-out of mandatory training, an IAM is an ideal platform to also roll-out messages, announcements and notices to employees across the organization. New members can be assisted with orientation and find their feet faster with the smooth onboarding process that an IAM enables. And even little things like simplifying admin issues - such as forgotten passwords or a simple, pain-free addition of required access permissions - can make operations much smoother for every member of the team.

4. Comprehensive Documentation and Compliance

A strong IAM solution can support compliance with regulatory standards, automate audit reporting and simplify processes for regulatory conformance. Detailed and comprehensive logging is a big part of this.

Maintaining verifiable proof of consumption of critical communications and mandatory training by employees plays an important role in demonstrating compliance to standards. Additionally, custom-built forms for maintaining up-to-date documentation on team members ensure appropriate and accurate data on record at all times, while automated deprovisioning helps support an employee’s right to be forgotten.

Security, productivity, and compliance - the right IAM, like Akku, can build and enforce both of these organization-wide for HR departments across industries. We’d love to tell you more about it. Contact us today for a consultation.

This blog originally published at Akku Blog. Link to the original blog