Focus on Your Employees For a Competitive Advantage

For many companies, tackling an HRIS implementation is a top priority in 2019 to alleviate the challenges that result from inefficient legacy platforms or reliance on disparate systems. With appropriate upfront planning and a robust change management strategy in place, such an implementation can result in significant savings of time and money, both immediately and over the long term. But, to truly maximize the value of the investment, we recommend thinking beyond the technology being implemented to the employees actually using it.

We’ve previously discussed the key elements that should be considered, from strategy, to selection, to implementation, and all the way through realization, to facilitate success. With so many considerations and concurrent work taking place, it’s easy to lose sight of the bigger picture, that is, the ultimate goal of implementing your HRIS. Are you seeking a technology solution to enable HR-related changes in processes and operations or are you seeking a true organizational transformation, leveraging the solution to better serve your employees?

The results of a more engaged workforce are significant, and everyone benefits – customers, shareholders, and employees. Research from Gallup’s “The State of the American Workplace” shows that engaged employees are more likely to improve customer relationships and increase sales by 20 percent. And, according to Temkin Group’s “Employee Engagement Benchmark Study, 2017,” companies that outperform their competitors in both financial results and customer experience have a more engaged workforce.

We already know that an optimized HRIS can have a significant impact on your employees – not just in HR but across your organization – giving them greater control over their personal data and providing you with a better understanding of who they are so that you can support their success. These benefits are compounded as more capabilities are added to the platform, including a more unified, consistent employee experience. Once you know what motivates your employees, how they want to work, and what they need to succeed, you can incrementally build on that foundation with additional employee-focused processes and workflows, refining your system to engage the full lifecycle of your workforce. For example, you can continue to enhance your system to:

– Offer a seamless onboarding experience for new employees.
– Give employees access to training opportunities to support their desired career goals and ambitions.
– Enable employees to recognize the individual contributions or achievements of their colleagues.
– Provide improved two-way communication across mediums, based on their personal preferences.

These are only a few examples of how you can leverage your HRIS to improve the employee experience, and we’ll focus more on this topic in future blog posts, because if you start the HRIS process with a focus on the user experience of your employees, the value of your investment will immediately increase and have a more widespread impact. Contact me at [email protected] or 484.383.0606 to learn more.

Dave Driscoll, Senior Manager









Change Management Done Right
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