This guest blog has been provided by Kevin Sheridan, best-selling author and innovator in the field of Employee Engagement. Finding good employees can be difficult. The challenge becomes even greater when hiring for a virtual role. When you don’t see employees every day, you have to … Continue reading The Best Interview Questions for Virtual Jobs
Whether or not you are a Bond, James Bond, fan – you got to admit – he has style! His own unique brand, vibe… You are probably thinking – what on earth does Bond have to do with HR? Surprisingly, one can draw a … Continue reading Killer ROI: 007-Like Technology in HR
This past week I had the chance to talk with many HR practitioners from across North America about some of their biggest pain points when it comes to HR technology. What I heard was consistent: HR is on a mission to reform their HRMS to drive innovative and strategic direction in their organizations.
Some of the most common challenges I heard were:
– “Our HRMS no longer (or never really did) fit our processes and culture”
– “Our HR systems are fragmented – nothing is in one place, and we have to dig for information and functionality across many different platforms which is confusing”
– “We are facing an upgrade of our core HRMS yet we really don’t feel confident that large spend will result in net new efficiencies or that employees will even use it”
I had 3 experts from different domains (HR leader/practitioner, HR solution provider, HR integration consultant) weigh in on this topic to get their unique insights on how companies can augment their HR technology strategy to help overcome these challenges. Here’s what I found out in these conversations:
One of the biggest issues that many mid- to large-sized organizations grapple with is how best to leverage the latest HR technology within their existing HRIS environments (and by latest I mean easy-to-use, socially-infused, engaging technology that delivers on efficiency, collaboration and productivity gains). HR leaders often think they must come to terms with having to “rip-and-replace” an existing HRIS.
And it’s understandable why they might think this – enterprise technology environments are very complex. Often there are:
- multiple disparate applications and data sources
- numerous employee logins/URLs
- lack of the right data
- lackluster process integration
With these types of complexities, it is easy to see how companies could resign to the “one size fits all” philosophy, and subsequently overlook opportunities for game-changers such as socially-infused HR solutions.
The good news is there are game-changers that can be adopted into your current HRIS environment, leveraging the best of what you have and enhancing it to achieve “HR fireworks.”
So … What is HR Fireworks?
We believe this occurs when efficiency and the employee experience converge to create an HR system of engagement that truly “pops!”
To find out how you can Create HR Fireworks, be sure to sit in on a presentation by Cary Schuler (Co-Founder & cfactor CEO) and Deb A. Maher (Sr. Director of HRIS and Shared Services at DeVry Inc.) at the IHRIM 2013 HRMS Strategies Conference (#IHRIM2013) in Orlando, on June 4.
Stop by and visit me and my colleagues at Booth 815 to enter to win an iPad mini, grab a bag of popcorn, and take in some HR Fireworks first hand. I look forward to seeing you there!
Welcome to the seventh post in this series on strategic onboarding where we tackle the last of six common onboarding questions. Question #6: How do I best leverage technology to support my strategic onboarding process? You’ve worked hard and plotted out everything you want and … Continue reading Strategic Onboarding – Part 7: Let’s Get Technological
Welcome to the sixth post in this series on strategic onboarding where we tackle the fifth of six common onboarding questions. Question #5: How can you judge the effectiveness of a strategic onboarding process? Properly judging the effectiveness of your strategic onboarding process is important. … Continue reading Strategic Onboarding – Part 6: Onboarding is Now in Session!
Welcome to the fifth post in this series on strategic onboarding where we tackle the fourth of six common onboarding questions. Question #4: How do you balance the standardized and personalized aspects of onboarding? Imagine you are an employee showing up for your first day … Continue reading Strategic Onboarding – Part 5: The Personal Standard