As Black Friday, Cyber Monday and the holiday season fast approach, retailers and fulfillment centers are looking for seasonal workers to help meet the demand of the holiday spending season. Last year in the US alone, holiday sales rose to $691.9 billion in November and December, marking a 5.5% increase from the year before and the best holiday spending performance since 2005. This year, analysts are predicting that holiday sales will grow again.
The importance of the holiday season for retailers and fulfillment centers, like Amazon and FedEx, is unquestionable. For these companies, it’s critical to not only get job postings out and meet headcount requirements for these busy months, but also incorporate seasonal or contingent employees into the organization.
I recently read an article that discussed the need for employers to have systems, processes, programs and a management style in place that accommodates the growing number of contingent employees entering the workforce. I couldn’t agree more. As a retail employer, it’s important to plan and provide the right personalized experience for every type of employee in your workforce — no matter how long or in which capacity they will serve the organization. Here are a few examples of how technology can help you achieve that.
1. Quickly and easily onboard and offboard seasonal and contingent workers
Not all worker types and worker needs are the same. So why have the same processes, such as onboarding, for different employee groups? With rising employee expectations and increased competition for seasonal workers, you can no longer afford to have a one-size-fits-all employee onboarding program. And with new developments in HR technology, providing personalized experiences to employees doesn’t need to break the bank or be an overwhelming process.
HR Service Delivery software enables HR to quickly onboard and offboard seasonal and contingent workers with personalized processes and content based on employee type. This allows you to provide separate processes for seasonal, contingent, part time, or full time employees. Process automation makes it easy to build the right onboarding process for each type of hire, resulting in shorter onboarding, a better employee experience and increased productivity.
2. Provide employees with the answers they need, when they need it
As I just laid out, different types of employees require different processes and policies — and HR has to support all of them. Company policies around benefits, paid time off, and overtime eligibility will differ drastically depending on who is asking, based on their location, employment agreement, or a number of other factors.
With a contextual knowledge portal, HR is able to deliver to employees the information that’s relevant to them. No longer do employees need to search through the corporate intranet for hours only to find a policy that doesn’t apply to them.
Because this is the busiest and most important time of year for your business, your employees shouldn’t have to spend their time at work focused on HR-related tasks. With self-service, employees can get answers to their questions on-demand and get back to work quickly. And with a cloud-based solution, employees can search for information from any place, at any time.
And when employees can’t find answers to their questions or need to submit a request to HR, case management functionality enables you to route requests to specific groups or team members within HR.
3. Stress less by proactively managing compliance
When you think about all the different worker types entering and exiting your organization during the holiday season, compliance can be a nightmare. Salaried, hourly, part-time and full-time employees require different types of documentation for building a compliant and thorough personnel file.
HR Service Delivery software makes compliance simple by providing employee file management, which lets you easily set retention schedules by document type and geography. This ensures compliance with local, global and company policies. You can also quickly view missing or expiring documents and easily request these from your employees.
Employee relations issues: A make-or-break for employee experience
Most of us now know that the employee experience is more than just benefits, vacation policies and catered lunches. It’s about putting your people first and providing great service to them when it matters most. But those moments aren’t only the happy work life events, such as onboarding, having a baby, or an internal transfer or promotion. It’s equally as important to support employees and managers through the (hopefully) rare occasions that require disciplinary action or Employee Relations (ER) involvement.
Why it's important to deliver a great employee experience to deskless workers
Applications like Salesforce, Box, Microsoft Suite and Google Suite have improved workplace productivity, collaboration, and the employee experience for traditional desk workers. But what about the 80% of the global workforce who don’t work behind a desk? While companies provide countless consumer-grade applications for desk workers, non-desk workers don't have the same luxury of using applications that are purpose-built for their needs.
Shane McCarthy is a global Product Marketer at PeopleDoc, Inc. He writes and speaks about HR service delivery, HR technology, and PeopleDoc, Inc. Prior to PeopleDoc, Shane worked as a marketing strategist for a leading maritime software company.
Shane holds a Bachelors of Arts and a Masters of Business Administration from the University of Connecticut. He loves his New York sports teams, even if they don't love him back most of the time.