Do you track your American Express points, your frequent flyer miles, Fitbit steps, Weight Watcher points, or your LinkedIn profile strength bar? If so, you have fallen victim to being engaged through gamification. But it’s okay because as humans we are wired to play games. Have you ever thought to harness the power of gaming to engage your Millennial employees?
Total rewards. It’s been HR’s responsibility for decades, right? These comp and benefits programs go beyond basic administration. HR has other things to do—conduct needs assessments, select the appropriate benefit mix, develop plans, evaluate the effectiveness of the offerings…you know the drill. What hasn’t been around so long—at least not as long as benefits—is employer branding.
HR Cloud is officially launching in Europe this month at Europe’s most important HR Technology conference, HR Tech Europe. HR Cloud, a modern and powerful cloud-based HRMS solution, including core, onboarding, company directory, and leave request HR software, will be showcasing its software at booth number 504.
An article in Fortune discussed workplace predictions of 2015, one of which is the rise of a Chief of Work. A Chief of Work would work with an eye toward building a culture that attracts top talent, or what Peter Andrew, workplace strategy director, calls “the complete experience of working for the company, and how that affects performance.”
In the past, employee engagement was viewed as a “reactive” measure. Engagement was seen as a way to help solve employment issues such as turnover, low morale, and labor relations claims. But, as US businesses lose about $11 billion annually due to employee turnover HR can’t sit by and wait for the next issue to solve. We need to be proactive. This means understanding what employee engagement is and implementing the right program to keep organizations ahead of the engagement curve.
These days, company loyalty from a Millennial is as rare as getting a phone call from a Millennial. However, your organization’s onboarding process could be the differentiator needed to solidify Millennial loyalty once and for all.
As 2015 kicked off we were advised, via multiple sources, which HR trends to pay attention to during the year. So what’s on the horizon you ask? What have the pundits and prognosticators highlighted as HR trends? If you’ve had the time over the past month perhaps you’ve read a number of these predictions. If, however, you’re looking for a quick recap from what’s on the web and in the HR blogosphere, here are three main trends that have been discussed in multiple corners.
HR technology has improved significantly in the last several years, providing organizations with solutions that are designed to streamline HR processes and make teams more efficient by focusing on engagement and collaboration, all while improving the user experience. Think clean, simple, easy to use solutions that employees grade as an A+.
It seems that every other week we are bombarded by articles denouncing HR, predicting the demise of HR, or reminding us that HR is doomed. Sometimes the authors take that route because, let’s face it, it makes for an enticing headline and leads to lots of clicks. While I don’t believe that HR is heading towards full-out extinction, it IS time for a radical reimagining of what human resources stands for, which requires a transformation of the profession as well as the adoption of a new mindset by human resources practitioners.
An oft-repeated truism is “you only get one chance to make a first impression,” and all of us, I’m fairly certain, have stories and examples of times when we judged an individual upon first meeting based on either body language, behavior, or some other contextual factor.
It’s no secret that more and more Millennials are hopping from one career to another. In fact, 91% of Millennials expect to stay in a job less than 3 years (Forbes) and the cost of replacing a Millennial employee ranges from $15,000 - $20,000. (Millennial Branding) Needless to say, retaining the right Millennial talent has never been more crucial.
Research has shown that companies are planning to greatly increase their HR technology investment in the coming year. The focus is shifting away from reducing cost and moving towards increased efficiency to which technology is key. This is likely why the 2014 HR Technology conference saw more expo hall visitors this year, searching for answers and engaging in discussions around their specific goals.
I recently read an article defining the term “behavioral IT” as outlined by IT professional, Prem Kamble. He defines behavioral IT as the “behavioral aspects of IT driven transitions, particularly the stage of implementation when there is maximum people involvement and also maximum impact due to behavior, traits and fears of people.” And he further points out:
The cloud is here and that is a good thing for HR professionals. The difficulty is that it forces HR to wade into a new technology—and that takes time. This white paper helps HR quickly get on track by exploring 10 reasons that are driving the decision to move HR processes onto the cloud.
The ‘Employer Brand’ is, to put it simply, an organization’s reputation as an employer. This brand is what people (employees, applicants, candidates, and the public) associate with the organization whether that be good, bad, or indifferent. It encompasses culture, history, traditions and all the various touch-points of the employment experience.
Many will counter and say that HR is not responsible for defining or creating company culture. They’ll say creating company culture is the full duty of leadership, and HR is only obligated for helping to support or maintain a culture. This is not the case.
Increasing employee engagement is not a strategy although many HR professionals and organizational leaders will announce they have an “engagement strategy.” Rather, engagement is the outcome after following a series of steps (the strategy) often designed to create a better work environment, promote trust, build collaboration, and sustain the organizational culture.
In “Onboarding from Scratch,” HR Cloud’s first in a series of onboarding white papers, we presented our latest thinking on the why and how organizations are using a formal onboarding initiative to gain impressive and important benefits related to improving the longevity of new hires as well as increasing the efficiency of the recruiting process. An effective onboarding program will have a bottom line impact and will result in newly hired employees becoming productive sooner.
If you work in a global firm and have interaction with multiple office locations throughout the world, understanding how national culture and corporate culture can be combined might be a difficult and confusing task, albeit a necessary one at that.
ONBOARDING, QUITE SIMPLY, is bringing a newly hired employee “on board.” However, as simple as that sounds, a lot of effort, planning and interdepartmental collaboration is needed to accomplish the end result. Onboarding, if done right, leads to early productivity, excitement, and increased engagement of new hires. Not only that, onboarding makes new employees comfortable in their work environment and cognizant of collegial relationships and assignments and how they matter to overall company objectives.
HR Cloud’s new video about the benefits of its Onboard software has been nominated as Video of the Day by VOTD. You can help make the video a VOTD winner by casting your vote!
Many of us support the belief that if we work hard and put in long hours on the job, the stress that we deal with on a regular basis is a natural side effect of working in a high performance culture. In fact, if we’re not dealing with some sort of stress, it might appear that things are going too well and maybe we all need to work just a little harder. This is a myth.
HR Cloud is showcasing Onboard and Core HR Software at the HR Technology Conference & Exposition October 7-10, 2014 at the Mandalay Bay in Las Vegas.
Choosing a new HCM solution requires that an HR team go through several stages, including review of products, demos, sales and negotiations and, ultimately, once a solution is chosen, the implementation process. It’s critical; however, that HR professionals never lose sight of the needs, desires, and capabilities of the myriad end-users in their organization—the people who will be accessing the tech solution on a daily basis.
Onboarding can be quite busy and overwhelming for a new hire. Many will say that HR should focus on getting forms and requirements completed and not worry so much about how a new employee “fits in to the culture” on the very first day. However, no matter how much needs to be discussed, culture should be incorporated into every aspect of the onboarding activities.
For many employers, frustration still exists when it comes to determining what employee engagement really looks like. It’s not so much about unlocking the secrets of successful engagement but really understanding how to institute change that impacts culture and behavior.
Using social technology in the workplace is more than just sending out an email telling employees to download and use the latest app. New tools have some amazing features and functionality, but to make social tools work for your workforce, you need to give the technology some “soul.”
Interviewing an experienced professional may seem fairly straightforward; however the opposite is true for interviewing millennials.
Data released this year by the Bureau of Labor Statistics (BLS) found that in 2012 the median annual wage for HR specialists was $55,800. The lowest 10% earned less than $32,770 while the top 10% got paid more than $95,380.
So often we find ourselves trying to perfect the recruiting process—trying to attract the right talent at the right time for the right job. We spend vast amounts of effort, money, and resources getting candidates in the door and converting them to new hires so much so that we forget about them once they start. If done incorrectly, onboarding can be a bad experience…like throwing cold water on that warm, fuzzy feeling you worked hard to create.
#NOTATSHRM14 or just impossible to catch every session? From an HR technology perspective, there were some great take-away points we didn’t want you to miss out on, so we compared notes, reviewed the #SHRM14 hashtag and asked some of your colleagues what was most relevant to them.
The 2014 SHRM Annual Conference and Exposition provided a bit more this year than the regular bevy of interesting keynote speakers, engaging concurrent session topics, and the awe-inspiring vastness of the Expo Hall. SHRM recently announced they will be entering the HR certification game.
Entering the SHRM14 expo hall last week was a bit overwhelming and exciting—so many HR vendors to visit and so little time. I spoke with many vendors, and was also interested in hearing the game plans of attendees and their goals for visiting the expo. Yes, the swag and giveaways are always fun, but many attendees were on a mission, as if they were at a pre-holiday sale looking for the best deals. Attendees planned ahead and mapped out booth visits. After all, understanding how to evaluate the best system for your organization is critical. We all know we need the technology, but where do we start?
In the 2012 book, “HR from the Outside In”, the authors outlined six competencies for the future of human resources with one of those being 'Technology Proponent.' As noted in the book, HR professionals who strengthen their effectiveness in this domain have a greater opportunity to impact business success and increase HR value within their organizations.
When we hear the word “onboarding,” many people think, “It’s what HR does to bring someone new in to the company.” In fact, if you ask most managers about the onboarding process, they generally believe it is HR’s responsibility and that it involves paperwork, benefit forms, parking passes, etc. But onboarding is so much more than just filling out a few forms. It’s a consistent process that occurs on a daily basis and continues far beyond the typical 30, 60, or even 90 days.
Tying your company brand to the recruiting process will help strengthen the onboarding experience and increase employee engagement. Here are 3 ways to get started:
Trying to onboard remote employees but struggling to maintain continuity? Do you find that corporate based employees are more loyal and engaged, while those that telecommute experience less job satisfaction and have higher exit rates? A successful onboarding program will help link your remote employee to the office by providing tools and communication to ensure accountability, productivity, and engagement.
The presentation, “The Cloud’s Business Impact on HR,” has been approved for business recertification credit toward PHR, SPHR and GPHR recertification through the HR Certification Institute. HR Technology Consultants, Kyle Tudor and Larissa Fleming, are now accepting invitations to present this topic at SHRM meetings, conferences, events, and webinar.
Your company culture is unique. It’s the ecosystem, the DNA, and the lifeblood that courses through the veins of your organizational body. Culture is the living, breathing and forever-morphing embodiment of how stuff gets done at your place of business; it’s the traditions, norms, attitudes, and the supported and/or reinforced behaviors of your employees.
Connect with local HR professionals and learn about the latest advances in human resources technology at HR Cloud’s Business Mixer. Join your colleagues at the meetup May 21, 2014 from 8:30 pm – 10:00 pm at The Famished Frog. This is a free event!
Being an HR professional doesn’t make you a “company man” but can put you in the uncomfortable position of being a “middle man.” Representing both managers and employees can place a strain on your ability to be consistent, fair, and available to those around you. Against such strain, how does HR gain trust in the workplace?
HR professionals of today often find new grad hires struggling to fit in to the company’s professional environment. When this happens, is it HR’s responsibility to teach professionalism?
For hiring managers, hiring for a mix of culture and skill fit can be tricky. The goal is to hire the right person for the job, but what does “right” really mean? Everyone has their own definition of “right” and what it means to them, their team, and the organization. However, with consensus on the appropriate mix of cultural fit and skill set, recruiting can find the ideal candidate.
With so many transactional activities to keep HR busy, it can be difficult to know if we are actually having an impact on the business. Transactional activities alone do not add value unless they are integrated into organizational goals. Whatever we as HR professionals spend time on, whether recruiting efforts, customer service, or product innovation, it must demonstrate value.