Ah, the “employee experience.”
It’s a popular phrase tossed around by growing businesses. As more candidates are needed for steady growth, small and mid-sized business owners feel the strain to keep a firm grip on compliance while ensuring employees receive efficient and thorough transition into roles, up-to-date information and certifications, performance review procedures and follow-ups, job satisfaction, and so, so much more.
When your company is climbing from 20 to 50 to 100 employees, the need for true Human Resources can easily sneak up on you. Before you know it, you’re rushing to find answers to HR problems you hadn’t considered — and why would you? It’s not your area of expertise. And Google only helps so much…
When you add to the mix that millennials have officially overtaken Generation Xers as the largest generation in the U.S. labor force, organizations are scrambling to find, nurture, and retain top talent — and some demands must be met to preserve millennial employees.
But it’s not all nap-rooms and foosball tables.
As millennials reach professional maturity, they’re looking less for a “fun-zone” and more for a professional “safe-place” — that is to say, a workplace that understands their unique concerns, fears, motivations, and needs.
Organizations focusing on the employee experience are embracing their workforce in ways rarely seen in generations passed, a precedent that will undoubtedly play a much larger role as emerging generations build on this empowered foundation.
However, these same organizations are quickly finding snags along the way. From recruitment processes to off-boarding, ensuring employees receive professional value, satisfaction, and leadership nurturing add heavy workloads to an already hectic schedule.
We recently spoke with Pete Luciano, co-founder of Human Capital Management (HCM) provider Balance Point, about the pains most often discussed with clients about their processes. As Pete puts it, “Employees are your best assets. If the best talent for your organization is hired, trained, and given opportunities to succeed — and even fail productively — you’ll see growth before you know it.”
HCMs offer simple, cost-effective management solutions for these growing problems — but ultimately, the wealth they provide is up to the organization’s unique approach to the software.
Organizations are spending much more on recruiting top talent. Keeping a constant flow of viable candidates is difficult to manage, but an HCM remedies this time-blockage by continuously cataloguing candidates — even if organizations aren’t hiring at that second.
A potential candidate simply navigates to the website, uploads her/his resume, and fills out an application. From the organization’s perspective, managers can perform online applicant searches and track applicants throughout the hiring process.
As Pete says, “using an HCM to automate onboarding processes is administratively more sensible.” In days of yore, HR was responsible for collecting employee information and manually entering it into the organization’s system. With HCM software, the candidates are in control of their own information.
Prior to the start date, W4s, I-9s, employee handbooks, and other documents are accessed and filled out electronically. Giving new-hires access to their own information promotes transparency and trust within the organization — important standards for young people entering the marketplace.
Currently undergoing an evolution, performance reviews provide key insight into the successes and coaching necessary to successfully grow employees.
As mentioned in a recent HR Tech Weekly article, “Employees and their managers can work together on creating performance goals annually or bi-annually and track the progress and closure of the same with feedback and ratings as relevant.”
But every organization has a unique approach that speaks directly to their bottom lines.
HCMs automate performance reviews through tiered processes, measuring competency, goals, and the organization’s core values. Of course, HCMs are customizable in this way, giving each organization the opportunity to tailor performance reviews to their specific needs and standards.
HR, Time & Labor Management, Payroll
Giving employees access to their information, documents, pay grades, calendars, and benefits relieves HR of the time it takes to retrieve this information. Because HCMs are known for their simple, user-friendly interface, minimal training is needed to get employees up-to-speed and editing their information when necessary.
Building these workflows individually, without an HCM, takes time and can be cumbersome to navigate. Having everything located in one place makes it much easier for everybody, from leadership to employees, to manage and maintain.
Employees retire, quit, or are terminated for many different reasons. Exit interviews offer insight into organizations through the lens of an employee who underwent the entire employee experience. Where are improvements needed? What can make the employee experience more appealing for future candidates?
What is done with the information gathered is ultimately up to the organization. However, HCM off-boarding processes ensure the organization gets its property back, terminates benefits, and ensures that nothing falls through the cracks. When it comes to Benefit/ACA reconciliation, people coming and going from the organization’s health insurance can either save or squander funds.
For small and mid-sized businesses looking for efficiency throughout the employee experience, an HCM provides cost-effective solutions to each facet of the employee’s journey while ensuring compliance, simple management, and real-time reporting.