Everyday life. Employees come to work, do their job, and your organisation inches forward. People play their part, and different business units fulfil their roles. Everyone is content, for the most part.
But where’s the spark? In many organisations there seems to be a lack of inspiration; a need for something that will make things more dynamic. Where’s the transformation that’s going to swiftly revolutionise your employees’ experiences at work, boost engagement and see motivation levels lifted through the roof?
A number of years ago, Human Resources professionals and analysts started talking about human capital management (HCM) systems as a transformation for employee experience, which can ultimately improve productivity and efficiency, promote growth and impact the bottom-line.
With the advent of mobile devices, which were in the hands of every employee, access to self-service HCM systems was set to be the next big thing in terms of revolutionising HR and shaking-up employee experiences for the better within organisations.
At first it was simply about easily updating employee profiles and salary deduction configurations. Then it expanded into benefits, time cards, and absence tracking. Today, HCM provides support, compensation analysis, and overall provides a more centred approach to managing employees.
Yet the truth is most employees rarely access their organisation’s HCM system – maybe once a year, when they have to check their payroll settings, or sign-up for annual benefits. Salaried employees never worry about time tracking, and most employees have to ask an admin officer how to use HCM to enter their holidays; or ask someone to do it for them. It’s only once in a blue moon that managers and executives need to login to update team bonuses and/ or make compensation adjustments.
The truth is, today’s HCM software, as it stands, is simply not a day-to-day consideration for many employees.
HCM systems today are mostly oriented towards employee information processing. They follow the model of payroll, which is based on a processing design. In other words, HCM solutions tend to come from the same payroll mould, and as such, are designed to mostly help HR – not so much the employee. One could call this a processing-centric approach which is inward focused, and generally it benefits management more than it benefits employees.
Employees today expect more from their employer, especially up-and-coming millennials. Human Capital Management systems should work for them and be user-friendly, engaging and empowering. Most importantly, if an organisation is looking to improving employee experience in the workplace, its HCM system should move away from being process-centric, towards being people-centric.
Your people are your greatest asset. So you should look for in an HCM solution that works for them. But, with so many solutions, disparate and integrated, on the market, what is it that you should be looking for? What features should an HCM solution support that would be people-centric, as opposed to processing-centric?
Here are five key features that are commonplace within comprehensive, integrated, people-centric HCM solutions.
1. Employee-to-employee communications
Achieving a sustained transformation of any type, but especially in terms of employee experience, starts with communication. This is not just about one-to-many communication messages from HR or management to employees; we’re talking about communication from employees to HR and management.
An HCM solution that enables two-way communication in a safe yet managed environment is therefore key if you’re looking to be people-centric. It’s like having your own social channel for your employees; they can talk about the company, business, challenges and issues together, overseen and supported by HR.
2. Accessibility on any device
It’s nice to have a mobile device for your HCM solution, but really, it’s not the only one that employees are using. The point here is for the solution to be independent, so that employees can use it any device at any time.
Though many HCM solutions may claim to already do this, the key to ‘any device’ success is to ensure that interaction between employee and device is consistent and familiar. In other words, users must feel that they can move between devices on the HCM system with ease and transparency, and barely noticing the difference.
3. Enabled social channels
If you value employee-to-employee communication within your organisation, then you also need to be more socially enabled. Social media today is a way of life, and everyone expects to be able to communicate via social channels.
An HCM approach that is open to social channels encourages conversation, allows for quicker communication and provides HR and management with ways to engage in two-way conversations with employees healthily and transparently.
4. Modern user interface
Too many HCM solutions have extremely poor user interfaces. Some of them originated from older designs; engineers of these updated legacy systems were more interested in making their job easier rather than thinking about their customer’s needs.
It’s time to leave this behind and deliver modern and useful user interfaces to your employees with new HCM solutions.
5. Unified with Payroll
Payroll and HCM should no longer be two separate entities. If the employee has access to managing their profiles, time cards, absences, etc. in payroll, then all the functions and of HCM should also be unified too.
Some industry experts have defined HCM to include core personnel profile data management, talent development,, so seeing payroll as a ‘module’ of HCM only makes sense, and will simplify employees day-to-day working life.
At ADP, we’ve been in the employee business for a long time. Alongside the important social and digital changes, we too are changing and evolving the way we do human resources.
You also might be considering make some changes. We want a thriving employee base, because we know that if our employees are thriving, so will our business. You may now know why you need to change, but perhaps you don’t yet know what to change. It starts with a change of thinking, modifying your own goals and those of your HR teams. Changing your approach from putting your product first, to thinking about what it really is that your clients and, most importantly, your employees need.
Then you need to know how to change. You have the right people, now all you need is the right technology to get you there. That’s where we come in - with our ADP iHCM Platform.
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