As more states relax sheltering-in-place restrictions and permit organizations to reopen their doors to the public, HR departments will be busy coordinating those efforts. The list of things to do can seem daunting. Over the years, I learned that one of the best ways to tackle a big task like this one is to organize activities into smaller sections, so the effort is more manageable. So, in thinking about everything that needs to be done when bringing employees back to the office, here’s a list divided into three sections: before, during, and after.
In a short period, COVID-19 has changed the way many organizations conduct business. And possibly, it’s changing the way we’ve previously viewed meetings. In the past, we might have dreaded those long afternoon meetings in the conference room. Now that many of us are working from home, it’s possible we’re longing for those days again. (Well, maybe only a little bit. It’s also important to maintain a sense of humor during times like these.)
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?
Robotic process automation (RPA) brings robots and technology into human processes. Often, RPA substitutes repetitive, time-consuming, tedious tasks that employees face each day to get their jobs done. It has a lot of proven benefits for HR, especially considering the common tasks that HR employees must perform to complete processes. The decision then comes down to investing in an RPA-specific vendor or investing in technology with built-in RPA capabilities. In this post we'll explore the pros of solutions with built-in RPA capabilities, but first let's discuss why HR should be thinking about RPA in the first place.
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?
Unemployment is low and the cost of replacing talent is high, so it’s no wonder that elevating employee experience (EX) to improve retention is top of mind for many HR professionals right now. And one of the best ways to do that is by upgrading the business’s HR technology. In order to get buy-in for these investments, HR first has to make a compelling business case. And that can be a challenge, especially at organizations where HR is viewed as a purely administrative support function, rather than a strategic driver of the company’s success. Without the right resources, though, it can be difficult to prove what a major impact your department can make—trapping you in a vicious circle.
An HRIS implementation is a tremendous undertaking—both in the time commitment and cost. It may seem too overwhelming to take on anything else, but it’s actually an ideal time to think about other areas of HR that could benefit from new technology, such as how HR serves employees. An HRIS implementation in conjunction with another HR technology implementation can actually improve team productivity and organizational effectiveness.