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.
When companies think about user experience (UX), it’s almost always in the context of the customer. How is the customer interacting with the website’s interface? Are they able to navigate it easily? Are they finding the support resources they need? But as organizations dedicate more time and energy to improving the employee experience (EX), they’ll also have to broaden their understanding of UX—optimizing the employee user experience across their internal systems. When it’s time to maintain, upgrade, or replace your business’s HR software, here are some tips to help you improve the employee user experience—and boost your overall EX.
As another year begins, it’s natural to look at what’s ahead. But taking a look back and seeing what’s carried us this far is equally valuable. So instead of chasing the latest trends or making wild predictions for 2020, we thought we’d take a look at some HR mainstays that aren’t going anywhere. These are the strategies that will remain relevant despite shifting workforce trends, generational preferences, technological advancements—or whatever else the future holds.
In the world of HR and People Operations, there’s never a shortage of progress to be made when it comes to finding a better way. Continuous Process Improvement through agile and Kaizen methodologies are the way of the world today, and as we constantly design for a better employee experience, it’s no wonder it feels like the end is just the beginning in any given project. So, with all that has to be done—how do you decide where to begin?
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.
By now, you’ve likely heard of the term “design thinking.” Organizations such as Apple, Coca-Cola, IBM, Nike, and Proctor & Gamble use design thinking and they have been found to outperform their peers by over 200%. To better understand the design thinking process and how HR can apply it, we turned to our partners at NGA Human Resources. Here’s what Emilie Fages, Design Thinking and Employee Experience Manager, and Patrick Gaspardo, Marketing Director for France, had to say in response to frequently asked questions about design thinking in HR: