Millennials have surpassed Generation X as the largest component of the workforce. In the first quarter of 2015, there were 53.5 million Millennials in the workforce, and 52.7 million Gen Xers.
HR professionals understand that they must adapt human resources for millennials. Millennials behave differently than preceding generations, and that they must find ways to meet their needs and harness their strengths. They have worked hard to modernize their recruiting and talent development strategies in order to recruit and retain employees from this generation.
However, what many HR professionals have failed to modernize is the way they deliver HR services to millennials, or the way they handle HR-related questions and transactions.
Here are three things that HR can do to improve the workplace and HR service delivery for millennials:
1) Adopt User-Friendly Technology
To say that millennials are tech-savvy is an understatement. They grew up using emerging technology, and are very dependent on it.
This means companies should seek to implement the tech tools they are currently using, such as Skype, Google Hangouts and social networks. But they should also seek to implement new business technologies that increase efficiency and improve business processes.
When adopting technology to improve the efficiency of HR service delivery, companies should look for a solution that is intuitive to use, and accessible via multiple devices. This helps to ensure a high employee adoption rate, and to realize the full value of the solution.
2) Ensure employees can quickly get the information they need
Millennials are accustomed to using digital devices to perform research and consume data. They want control over their information, and they do not like waiting for answers.
As a result, companies should make sure that employees have easy access to all of the information relevant to their role and specific job functions.
3) Provide employees with easy ways to communicate
Millenials want to feel comfortable communicating with colleagues, managers, and HR.
Companies should establish processes and systems that improve company-wide communication. Effective communication both ensures tasks are completely quickly and accurately, and also improves employee morale.
When an employee portal and case management solution is in place, employees can easily raise a request to HR, and communicate with the HR manager in charge of the request. HR can also route and track these requests, and ensure responses are speedy and accurate.
5 productivity killers that get in the way of strategic HR activities
The job of HR is dynamic and multi-faceted. HR professionals need to be psychologists, coaches, people people and numbers people. They need legal acumen, marketing chops, and technology savvy. Then, there’s the strategic elements of HR. Increasingly, HR is expected to know the business inside and out, act as consultants and visionaries, and ensure employees are engaged and having a positive experience at work.
If there’s anyone who understands the ins and outs of HR transformation, it’s Jean-Michel Estrade, SVP of HR Global Digitization and Services at Atos. He’s leading his organization’s eTransformation initiative, which seeks to streamline data management, administration and processes for employees, managers and operational HR. One challenge he encountered was a disconnect between the data in their core HR system and the employee document management function. In this HR transformation case study, Jean-Michel explains why he chose PeopleDoc to address this issue and enable all stakeholders to take an active role in end-to-end HR Service Delivery.
3 research-based trends to inform your digital HR practices
When we hear the term “future of work” it can seem like a far-off concept, one that typically conjures images of robots sitting behind a desk, next to a human counterpart. More accurately, the future of work is about real, macro technological, sociological and economic trends that are already changing the way we work today. In this blog, we’ll explore three research-based trends, how these trends impact HR, and the technology capabilities they will need to incorporate into their digital HR practices.