Sharlyn Lauby – Ultimate Software's Blog https://blog.ultimatesoftware.com Thoughts on Putting People First in the Workplace Thu, 19 Oct 2017 12:49:25 +0000 en-US hourly 1 https://wordpress.org/?v=4.8.2 Transforming Data into Action Yields Bottom-Line Results https://blog.ultimatesoftware.com/transforming-human-capital-management-data-action-yields-bottom-line-results/ https://blog.ultimatesoftware.com/transforming-human-capital-management-data-action-yields-bottom-line-results/#respond Wed, 13 Jul 2016 08:59:35 +0000 https://blog.ultimatesoftware.com/?p=614 We know people are a key differentiator in business. That means businesses are incredibly focused on talent. Recruiting, engaging, and retaining talent are the top issues facing organizations, according to last year’s Deloitte Global Human Capital Trends report. In order for organizations to hire and retain the talent they need to accomplish their business goals, […]

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We know people are a key differentiator in business. That means businesses are incredibly focused on talent. Recruiting, engaging, and retaining talent are the top issues facing organizations, according to last year’s Deloitte Global Human Capital Trends report.

In order for organizations to hire and retain the talent they need to accomplish their business goals, human resources professionals need to be in a position to educate and inform senior management about what’s taking place both with employees and in the labor market. There are two ways to “educate and inform” senior management.

By using predictive and prescriptive analytics, businesses are turning big data into actionable insights that improve business success.

By using predictive and prescriptive analytics, businesses are turning big data into actionable insights that improve business success.

Storytelling is a very powerful way to share employee stories. Senior management will want to hear about employees who go above and beyond to deliver excellent customer service. They will want to know how employees are using their benefits to further their careers.

Data are equally powerful means for telling a story about what’s taking place within the workforce. Data can tell a story about groups of employees. For example, data can tell management how the company is using employee referrals to find quality talent. It can also offer insights into why employees choose to resign.

Both storytelling and data are important, but the language of data is often preferred by many senior managers because it’s a format that’s familiar to them. They already spend lots of time looking at financial reports, so presenting HR data is a way to communicate with your audience on their level.

However, understanding data and analytics doesn’t always come easy. Harvard Business Review reported in the article “The Changing Role of the CHRO” that only one-third of organizations use analytics to make talent decisions. The same article implies that the reason so few companies are taking advantage of workforce analytics is because developing analytical skills is a challenge for HR.

The good news is today’s human resources technology can help HR professionals transform data into action. Here’s an example:

Hiring managers and HR have data and information regarding what it takes to be successful in the organization. Those factors for organizational success include traits such as communication skills, goal achievement, resilience, flexibility, and creativity. In some organizations, these might be identified as company values or competencies.

Equipped with this information, HR and managers use the knowledge they have about employees to take action. The knowledge is often found during employee performance reviews, training sessions, and onboarding programs. By bringing together these factors and the current employee information, managers and HR can take action.

What actions can they take? Well, managers can use predictive analytics to focus their efforts on high-performing and high-potential employees. Managers can also spend their time coaching and mentoring employees to ensure they remain engaged with their work and plan to stay with the company.

During this year’s Ultimate Software Connections conference, I learned about a study that showed organizations using their employee data to provide regular actions to employees have up to 50% less turnover. And less turnover means bottom-line savings. According to the Society for Human Resource Management (SHRM), the cost of turnover for a salaried employee can range from 1.5 to 3 times annual salary. For non-salaried employees, it’s $5-20K per employee.

As Peter Drucker once said, “What gets measured gets managed.” However, simply gathering the data isn’t enough. Organizations that want to see real results with their talent strategies need to look at the numbers and use them to take action.

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“People First” in Action https://blog.ultimatesoftware.com/people-first-in-action/ https://blog.ultimatesoftware.com/people-first-in-action/#respond Thu, 05 May 2016 10:09:28 +0000 https://blog.ultimatesoftware.com/?p=568 By now, we understand that employee engagement gives way to the employee experience. Meaning, it’s time to focus on automatically creating an outstanding employee experience so engagement just happens. But, in order for that to happen, the employee experience cannot mimic the traditional employee lifecycle. It needs to focus on people. In a person-centered lifecycle, […]

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By now, we understand that employee engagement gives way to the employee experience. Meaning, it’s time to focus on automatically creating an outstanding employee experience so engagement just happens. But, in order for that to happen, the employee experience cannot mimic the traditional employee lifecycle. It needs to focus on people.

In a person-centered lifecycle, HR professionals aren’t spending their time developing processes. They are identifying and developing talent. They are helping the business set the priorities when it comes to talent strategy. And they are designing work that is open and accessible in order to maintain a competitive advantage.

Leadership Gaps Impact a “People First” Culture
Organizations looking to move toward a person-centered lifecycle must invest in their leadership teams. According to the Deloitte 2015 Global Human Capital Trends Report, 90 percent of respondents surveyed cite leadership as “important” or “very important.” However, the data also suggest that organizations have made little or no progress. The capability gap for building great leaders has widened in every region of the world, with only 6 percent of companies feeling fully ready to address their leadership issues.

Ultimate Software is so successful because the organization works with a great culture, creates award winning products, and delivers exceptional customer service. All three must be great in order for business to succeed. Putting People First
The key to a person-centered lifecycle is making people the center of organizational strategy. Think of it as a three-legged stool of sorts, with the legs being products, services, and culture. People touch each strategy, and without the right people…well, the strategy isn’t what we planned. Organizations need to align people with their products, services, and culture.

Make Great Products
Having the best talent and putting people first does not absolve a company from making good products. The best products come from the company’s efforts to find the best talent and treat them well. The challenge is syncing up business outcomes with talent strategy.

Organizations expect leaders to manage business outcomes through the performance management process. However, recent research has shown that performance management ratings are not accurate predictors of actual business performance—meaning, ratings have zero correlation with business unit performance.

A people-first product strategy embraces transparency and innovation. Work is open and collaborative. Employees feel connected to their work and understand its impact on the bottom line.

Deliver Excellent Service
This means not only deliver excellent service to customers, but also deliver excellent service to employees (who work with customers every day). Service needs to be extraordinary and efficient.

Today’s business leaders have to spend their time wisely. As reported in the Harvard Business Review article, “Reinventing Performance Management,” Deloitte tallied the number of hours it spent on performance management and found that completing the forms, holding the meetings, and creating the ratings consumed close to 2 million hours a year.

A people-first service strategy invests in development at every level of the organization. It supports employees becoming masterful in their roles, so employees can take care of customers.

Create a People-First Culture
A people-first company culture should support product innovation and respectful service. To make that happen, leaders need to be given the tools to properly hire, onboard, train, etc. It also means giving leaders performance management tools that add value. In addition to being a lengthy process, performance evaluations are also one of the costliest employee processes. The average organizational cost of a performance appraisal is $2,500 per employee, per year.

It’s time to give leadership a performance management process that puts people first. Leadership is ready to coach and mentor employees to do their best work.

The future of work is here. It’s centered around people who will take your business to the next level. It’s time to create a people-first culture by focusing on the future of people at work.

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3 Cutting-Edge Recruiting Trends Every #HR Pro Needs to Know https://blog.ultimatesoftware.com/hr-bartender-3-cutting-edge-recruiting-trends/ https://blog.ultimatesoftware.com/hr-bartender-3-cutting-edge-recruiting-trends/#respond Wed, 27 Apr 2016 19:13:57 +0000 https://blog.ultimatesoftware.com/?p=547 According to a series of articles from the Society for Human Resource Management (SHRM), job openings have broken 5 million, voluntary quits are at an eight year high, and time to fill has increased by ten days over the past decade. The job market has definitely shifted to a candidates’ market. Organizations need to develop […]

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According to a series of articles from the Society for Human Resource Management (SHRM), job openings have broken 5 million, voluntary quits are at an eight year high, and time to fill has increased by ten days over the past decade. The job market has definitely shifted to a candidates’ market. Organizations need to develop focused strategies to break through the tightening market.

During Ultimate Software’s 2016 Connections Conference, Ryan Bergstrom, senior director of products, and Eric Edwards, product manager of talent acquisition solutions, shared three trends they’ve been noticing that recruiting teams need to watch.

#1 – The Mobile Job Seeker

Ultimate Software's HCM solution, UltiPro, allows job candidates to apply for jobs on a mobile platform. Read more cutting edge recruiting trends now.

Ultimate Software’s HCM solution, UltiPro, allows job candidates to apply for jobs on a mobile platform. Read more cutting edge recruiting trends now.

In today’s business world, mobile means modern and it’s modern employment brands that attract candidates. Fifty percent (50%) of job seeker expect to search and apply for jobs via a mobile optimized website. This is different than being a mobile friendly website, which means the website is displayed on mobile devices the exact same way it is on a PC. The term mobile optimized means that the site is responsive and changes to the technology it’s being viewed on. Mobile optimized sites provide the complete mobile experience candidates are looking for.

In addition, candidates want the ability to search for job openings and complete a simple application on their mobile devices. Job seekers want to spend minutes applying for jobs (versus hours.) And, they prefer to use the professional sites they’ve spent time already cultivating – like LinkedIn (more on that later.)

#2 – Job Marketing Aggregation

Technology solutions recognize that human resources professionals have very little spare time. To be valuable, solutions need to be cost-effective and scalable. Aggregators are designed to do both: save time and cast a wide net by simplifying the employment advertising process. There are two different types of aggregators to consider:

Job listing aggregators such as Indeed and Simply Hired simplify a job seeker’s access to employers and opportunities. Making it easier for a candidate to find your company’s job opening.

Job post distribution aggregators such as eQuest and Broadbean simplify the company’s efforts to advertise through your most effective channels. The company goes to one place to distribute their message (versus multiple sites.)

#3 – The Popularity of LinkedIn

Organizations can increase their candidate conversion rates when they use a combination of social media and mobile optimization. LinkedIn continues to rise in popularity. It operates the world’s largest professional network with more than 400 million members in over 200 countries and territories.

A recent study titled “The Ultimate List of Hiring Statistics” indicated that LinkedIn is the #1 source of quality hires. The same report indicated that new hires sourced through LinkedIn are 40 percent less likely to leave the company within the first six months.

This directly aligns with what recruiting teams are trying to accomplish: hire the best talent, within the fastest time frame, using the fewest resources possible.

One other comment that Ryan and Eric made during their session was that recruiting teams need to get comfortable accepting social profiles rather than resumes. I’m not sure it’s as much a trend but an outcome of using these three trends to attract the best candidates. Organizations that want talent will need to change their recruiting experience to include social, mobile and job distribution sites. It means making the process easier for candidates. Long resumes and lengthy applications aren’t easy.

Have you notice a change in the job market? What trends are you noticing to attract the best talent?

 

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