Human capital management solutions are all the rage. Often referred to as a collection of single-point solutions that together make up a set of practices related to human resource management, they focus on employee management, and typically on the organisational needs of hiring, development, and pay.
Yet employee management expectations have shifted in recent years, with technology being the most common driver behind these changes.
The way people interact with each other has evolved; from personal and one-way postal mailing to two-way voice calling, and now to dynamic interaction. With each phase, the way people communicate and means by which they do so have changed.
Just as talking on the telephone taught us the art of conversation, from beginning to end in a single take, social interactions have taught us how to have multiple conversations and handle diverse media simultaneously; anywhere and at any time.
In other words, making connections isn’t just another way to communicate – it’s changed the way we communicate as well.
Helping and guiding employees, and supporting them to be the best they can, is a common mantra in many HR circles - this hasn’t changed. What has changed is how HR does it. It’s about changing, and even revolutionising the HR model and how HR works with employees, beginning with its communication channels. Just as social media has transformed the way we communicate with our friends and family, communication methods in the workplace must also evolve.
Employee communication must be adapted to today’s technology. Paper just doesn’t cut it anymore - too many employees will miss the message. One common approach has been the use of digital signage. Email blasts are also typical. But be aware that even if you do go digital, not all digital methods of communicating are effective. For example, while digital is without doubt the way forward and the foundation of our new communication model, emails can go unnoticed.
Human capital management solutions can represent an integrated employee ‘hub’. They provide a central place for anything related to their employment, such as pay, time, absence, benefits, pension, organisation, talent development and training, and more. In a hub, employee communications can be integrated with your HR processes and services, encouraging employees to engage in group dialogue with their peers and management, as well as with HR.
HCM solutions need to help increase engagement
As jobs and skills evolve, companies want to leverage their global brand, using social tools, advanced analytics and employee evangelism to attract top talent and determine who will best fit the job, team and organisation. As companies transform and digital organisational models emerge, leadership needs to change as well. Organisations must become more agile and diverse and empower a new breed of leaders who can thrive in a rapidly changing network. To encourage the professional growth of this new group of young leaders, companies need to foster an open and transparent policy to advertise the opportunities and career paths available within the organisation.
You need a human capital management solution that is designed for your future. Not only should your HCM solution help HR and employees with a wide range of processes and services, it also needs to support current communication methods – which means enabling social interaction and dialogue.
Providing integrated solutions that are digital and socially enabled isn’t about giving employees an added bonus; the art of communication has headed in this direction and it’s down to employers to keep up.
Communication is key to business success, and as the way we communicate and interact at the societal level evolves, employers must also rethink how management, HR and employees engage and communicate with each other in order to keep driving their business forward.