- Plan for your entire workforce, not just HR
One trap that’s easy to fall into is looking just at what your HR team needs; but if you want a platform that can scale with you, really help drive engagement, and help free up time in your HR team, then you need to think about your workforce, too.
For example, maybe you want to free up your HR team’s time by offering self-service functionality for holiday bookings across the workforce – but, is it designed in a way that employees want to use it? If not, then it’s not going to fulfill its purpose. So always keep your workforce front of mind when considering what options are available to you.
Ask yourself: ‘Does this tech reflect consumer-like experiences so that employees want to use it?’ Workforce experiences are intrinsically linked to performance and productivity – so get the tech right, and the rest will follow.
- Bringing the A-game
Analytics is a hot topic in HR right now, with some software vendors offering the ability to increase the visibility and understanding you have of your workforce through data.
Think about where you currently hold all your data. Is it in one place, and not spread across different systems? Is it all secure and compliant to relevant data protection laws? Can you produce a headcount in minutes, not days or hours? If the answer to any of these is no, then you might want to think about how you can use data to manage your workforce even more effectively.
Ultimately, with some platforms you can go as far as calculating flight risk of your high performers, or understanding which teams are more vulnerable to high-turnover. But again, bring it back to your business case and strategy – what problem do you most want to solve through understanding more about your people? And then: what actionable insights do you need to gain? Then work backwards from that.
- Align the tech to your HR and People strategy
Where do you want your team to be in five years’ time? For example, many HR and People leaders want their team’s time freed up from admin to concentrate on things like employer branding and People Marketing, or creating great workforce experiences for their people – so they’re turning to automation to help them do this. Understand how you can use tech to get you where you want to be.
- Map your legal requirements
As well as being clear what you want new HR tech to do, and how it can support your business strategy, it’s also important to clearly understand what you need it do to. Different countries’ laws can impact your organization in different ways, and you’ll want to have the peace of mind knowing that you’re always compliant, no matter where in the world your workforce is.
This is even more important with updated laws coming into effect in 2018 for all companies that hold data on EU citizens. The new General Data Protection Regulation (GDPR) will have significant impact on how global companies hold and manage personal data. Make sure any HR tech vendor you’re researching and considering is clear about how they ensure you’re always compliant and secure.
- Reflect your brand to attract the best
Hopefully, new HR tech should help you solve a problem, and make managing and engaging your workforce just that bit easier. But that means your requirements are going to be different from other companies’ criteria. And it means you’ll need tech that will reflect your brand and culture.
When you’re shopping around, think about how HR technology can reflect your company. Can you tailor and configure it so that it’s something your employees are more likely to engage with?
Companies use their brand to attract customers – so why too shouldn’t they now do the same to attract one of their biggest assets, their people?
Ultimately, it’s about what your people will love to use
There isn’t one single answer to fix the productivity problem, but we know that if companies engage their people better by creating great employee experiences, more people will love going to work.
This ultimately makes a workforce more engaged, and makes good business sense too. It boosts a company’s growth and, in turn, adds to workplace productivity and national economic growth more widely.
Getting the right HR technology is vital for this. What’s stopping you from getting started?