Sometimes, HR transformation isn’t just beneficial—it’s essential. But how do you overhaul HR at a global company without plunging the workforce into chaos? That was the topic of conversation between PeopleDoc and Sherry Knaszak, VP of HR Transformation at Avis Budget Group, in the enlightening SHRM webinar, From Paper to People: HR Transformation at Avis Budget Group.
It’s no secret that remote work is the new norm. In the U.S., the number of telecommuters increased by 159% between 2005 and 2017, and by 2018, 70% of professionals around the world were working remotely at least once a week. This isn’t just good for employees, making it easier for them to avoid lengthy commutes and achieve a healthy work-life balance. Businesses reap the benefits, too: companies that allow remote work experience 25% less turnover than those that don’t—and report higher productivity and lower overhead costs.
Studies repeatedly show that one of the greatest factors in employee disengagement is employees feeling like they aren’t being given enough opportunities for professional growth and advancement—or enough recognition. With 85% of employees disengaged at work, now more than ever, it’s vital that HR departments take steps to really understand what their employees are thinking, saying, and feeling. That requires data. And to gather and understand that data, many forward-thinking HR teams are turning to employee surveys with built-in AI tools to analyze the true meaning behind their words. Whether you call it employee sentiment analysis, opinion mining, or something else entirely, one thing is clear—this approach is more than just a buzzword. In fact, it might just be the answer to the employee engagement problem.
The concept of employee experience, or EX, is on the radar of many companies today, and for good reason. Improving the way employees think and feel about your organization at every touchpoint throughout their journey with you can have a dramatic impact on retention, engagement, and more. Whether it’s dedicating five minutes of attention to the topic in a weekly meeting or creating a full-fledged program, many organizations are channeling a lot of time and resources into improving EX.
For a long time, the only people familiar with Agile with an uppercase “A” were software developers. But over the past few years, the Agile methodology has made quite the splash, redefining project management and HR processes across a wide variety of industries. At a time when change happens fast and HR needs to be more nimble than ever before, Agile can provide a wealth of benefits to any company—but its design does require significant restructuring across teams. Before determining whether Agile is right for your HR team, it’s vital to first understand what it is, what the key concepts behind it are, and how it will impact the daily lives of your employees.
Employee engagement is top of mind for many organizations today. Realizing that their biggest assets are their employees, countless companies have scrambled to implement initiatives aimed at boosting workplace engagement in the hopes of improving retention. But despite these efforts, the average U.S. company is only running at 33% efficiency, according to Gallup research. On a global scale, the outlook is even bleaker. That same study found that just 15% of the world's workers are engaged and reaching their full potential in the workplace. This points to a major flaw in the system. Companies are pouring time and money into engagement programs, yet employees are still disengaged. So, what’s going wrong—and what can companies do to align their initiatives with what employees truly need to be successful?
The term “employee experience” is kind of a misnomer, isn’t it? It implies something singular—a walled-off experience that each individual employee goes through on their own. In actuality, the employee experience is much bigger than that. The average employee will interact with countless people and departments over the course of their lifecycle at your company, and each of those interactions feeds into their overall experience. But we don’t tend to think of it that way. Today, many HR departments try to boil the employee experience down to a series of boxes on a checklist, especially when it comes to onboarding. Ticking off each box is viewed as something that just has to be done, with no one really stopping to think about why it has to be done—or whether it could be done better.