As organizations mature and grow, managing day-to-day requests and questions from employees can become a full-time job for HR professionals—holding them back from more strategic projects. This isn’t just bad for HR; it’s also bad for employees, who often have to wait hours or days for their request to get routed to the right person, often with little visibility into what’s happening. Modern HR case management tools can alleviate these issues and improve the experience for all by creating a streamlined and transparent workflow that all requests go through. Employees submit their queries, and the system rapidly routes them to the appropriate person, reducing manual effort on the HR team’s part and making it easier for people to track the status of their requests. If the system includes a searchable knowledgebase, employees can also check to see if their question has a readily available answer before they reach out to HR, saving even more time.
The COVID-19 pandemic has highlighted the need for robust, nuanced, and responsive employee engagement surveys. With employee needs changing rapidly, it’s critical for HR professionals to understand how their workforce is feeling in the moment and over time. But while employee surveys can provide these answers and more, the quality of the data obtained is often directly proportional to the quality of the surveys themselves. Surveys that are poorly worded or not fully thought through can be more susceptible to a range of response biases, such as the desire to present oneself in a positive light or the tendency to gravitate toward categories expressing disagreement. These biases can skew the survey results, presenting an inaccurate picture of life at the company. But even if every response obtained is truthful and balanced, if few employees actually finish the survey, that picture will always be incomplete.
There’s a lot of talk these days about what “strategic HR” really means. But when it comes to implementing a strategic approach across your department and in your own day-to-day role as an HR leader, terminology isn’t what’s important—it’s results that really matter. So, instead of trying to define the over-defined term, let’s explore what it actually takes to become a strategic HR leader. Here are some actionable steps you can take to cultivate your strategic side.
Most HR teams recognize the importance of digital transformation. But when it comes to identifying and implementing necessary organizational changes, how do you actually get started? This was the subject of a recent webinar by Human Resources Executive, sponsored by PeopleDoc and moderated by Steve Boese, HR Technology Conference Chair. Joining Steve were two digital transformation experts from HR advisory firm IA: Mary Faulkner, a senior advisor, and Kimberly Carroll, managing principal.
Recently, Twitter announced that its employees will be allowed to work from home for as long as they choose—not just until the lockdown restrictions lift. It isn’t the only company considering making its temporary work-from-home policy a more permanent fixture. Many that were once hesitant to offer remote work options for fear of dips in productivity and collaboration have seen firsthand that their workforces can thrive remotely. And after making the necessary investments to enable remote work at short notice, much of the infrastructure is already in place to extend this option for at least some employees in the long run.
Today, 48% of employees are indifferent about HR—and 18% believe the function actively detracts from their overall experience at work. That indifference (or outright dislike) impacts HR’s ability to be effective. But how do you change a reputation that’s likely been years or even decades in the making?
Did you know that 43% of Americans have gone on a blind date? That’s a lot of people who are willing to leave their love life in the hands of fate. But while this approach may occasionally work out when looking for a romantic partner, you wouldn’t use it to choose an HR technology vendor, would you?