HR Systems of Engagement
HR software was traditionally built in the style of a back-office “system of record” used primarily by administrators to handle the core transactional types of HR data for processes such as payroll, benefits, and compliance. A shift to a Software-as-a-Service (SaaS) model in recent years has provided more agile and intuitive platforms, with more widespread adoption across the organization. Taking this shift even further, Systems of Engagement are all about creating more user-friendly, interactive, immersive experiences, going beyond simple transactions and engaging employees as primary users in the day-to-day use of the application.
System of Record
- Legacy system
- Used by HR or administrators
- Rarely used by employees
System of Engagement
- Interactive and integrated
- Immersive experiences
- Employees use every day
The result is a highly adopted platform that can be leveraged in alignment not only with HR’s goals but also the overall the goals of the organization (i.e., sales programs, enhancing company culture/employment brand, interdepartmental communication, etc.).
HR Tech’s Role
The Market Is Changing
How HR Plays a Role in Employee Engagement
The changing landscape of HR solutions and how they impact employee engagement
In a rapidly evolving HCM world, buyers need to be more concerned about the user experience than ever before. The question used to be: How well will our HR professionals or IT team like this solution, or how well will it integrate into our organization’s existing platforms? But because the end users are now individual employees — through mobile and online access — the HCM 2.0 solution has to be employee-focused. More than 50 percent of organizations are not satisfied with their HR systems, largely because they are not engaging employees.*
HR Systems of Engagement
What does a system of engagement look like when it comes to an HR technology solution?
So how do we create an HR system that results in a more user-centric environment that engages employees and helps businesses unlock greater potential?
A good place to start is to build a system that begins with employee engagement at the center and create a user interface that looks and feels like the platforms we interact with on a daily basis in our personal lives. That means not only selecting the right delivery method (i.e., integrated video and dynamic content), but also making the experience personalized — targeted content, processes, and resources that reflect the individual’s role and preferences. A system that is intuitive and introduced to employees early to increase adoption results in lower training costs, greater productivity, and a better overall return on your investment in employee-facing technology.
A good place to start is to build a system that begins with employee engagement at the center and create a user interface that looks and feels like the platforms we interact with on a daily basis in our personal lives.
Employees don’t shut off their expectations as consumers when they arrive at work. They expect the same ease of use and intuitive experiences in their on-the-job systems. If they don’t get it, satisfaction — and ultimately usage — suffers.
A company’s current HR technology environment is often a barrier. Employees don’t use it much. Why? It’s too complicated or fragmented — too many URLs, user IDs, and passwords. Employees are not sure which system does what. And employees are busy. For the HR system to be valuable, it must simplify their lives — not add to the complexity.
What HR systems of engagement should look like:
- User-friendly interface
- Branded to the company culture
- Personalized configuration — what’s in it for me?
- Applicable from pre-hire to retire
- Able to integrate social media (embedded in work processes)
- Collaborative environment
HR technology should focus on delivering an easy-to-use, unified gateway that’s available to all employees. Further, it should be focused on delivering a positive employee experience that allows the organization to drive a host of strategic and operational efficiency objectives.
An engaging HR system should ensure that employees have access to:
- The right people or experts they can chat with in real time and via social tools
- The tasks or processes they need to complete
- Real-time analytics and reports in the hands of decision-makers across the organization
- Vibrant company communications, multimedia, etc.
- Access to core HR information such as pay statements, confirmation of employment letters, total reward statements, schedules, etc.
When you take this approach, the value companies can derive is significant. The functionality builds upon itself; once you have employees using an engaging HR system, they become involved in the conversations, read company communications, and feel vested in the workplace.
Flexibility and Personalization
An HR technology solution should be flexible, highly personalized to the company’s brand, and able to integrate seamlessly with communications, programs, and processes. To be truly configurable, an HCM solution that engages employees will also:
- Integrate talent management directly into a core HR platform
- Have a flexible deployment model that either augments existing solutions or replaces disparate systems entirely
- Combine communications, social, HR processes, talent management, analytics, and real-time support into one suite
- Provide global support for employees regardless of geography
- Deliver personalized content (social and traditional), resources, and access to business processes based on the employee’s role, department, location, etc.