Employees come to work, do their job, and your organisation inches forward, but where’s the spark?
Research continually finds low levels of employee engagement all around the world. 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 revolutionise your employees’ experiences at work, boost engagement and raise motivation levels?
A number of years ago, Human Resources professionals and analysts started talking about human capital management (HCM) systems as a way to transform employee experience, which can ultimately improve productivity and efficiency, promote growth and impact the bottom-line.
With the spread of mobile devices, self-service HCM systems were able to revolutionise HR and improve the employee experience.
It started with employees being able to update their profiles and check salary details, then it expanded into benefits, timesheets and absence tracking. Today, HCM provides support, compensation analysis, and generally provides a more people-centric approach to managing employees.
Yet the truth is that most employees rarely access their organisation’s HCM system – maybe once a year, when they have to check their payroll details or 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 log in 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.
Most HCM systems follow the payroll model and are still focused on employee-information processing. They benefit HR and management more than the employee.
Employees today—especially tech-savvy millennials—expect more from their employer. They want human capital management systems that work for them, that are user-friendly, engaging and empowering. If an organisation is looking to improve employee experience in the workplace, it needs to shift its HCM system 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 available, what should be looking for?
Here are five key features you’ll find in integrated, people-centric HCM solutions.
1. Dynamic social interaction to get the best out of your employees
You need a dynamic HCM solution that does away with hierarchical layers and isolated departments. Look for a flexible system based on interconnected teams that encourages collaboration. One that allows employees to focus on their skills and ambitions, helping to develop their careers and keep them motivated.
2. Accessibility from any device
Your HCM solution needs to be available on any device at any time. Many providers claim this is possible but their solutions don’t always work effectively on all devices. The interface needs to be consistent and familiar so that employees can access the solution and move between devices with ease and transparency, barely noticing the difference.
3. Talent attraction and development
At the same time, you need a solution that provides visibility of all open vacancies, so that employees can plot their career journeys, and that helps develop talent, enables you to spot future leaders and makes it possible to put a succession planning strategy in place.
4. Modern user interface
Too many HCM solutions have poor user interfaces. They’re often legacy systems updated by engineers who were more concerned with making them work rather than thinking about how they work.
A modern user interface is essential if your employees are to get the most from your new HCM solution.
5. Unified with Payroll
Payroll and HCM should no longer be separate entities. Bringing them together means that information is easily shared, with less work for those inputting details and fewer mistakes. It means employees can manage more of their information and have access to payroll details whenever they need it, without having to go through HR.
With industry experts defining HCM as including core personnel profile data management and talent development, seeing payroll as a ‘module’ of HCM makes sense, and will simplify employees day-to-day working lives.