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The Power of HR & Automation: How to Keep the “Human” in Human Resource Management with Technology
- 4. • Sr. Managing Partner, HCM Strategic Advisory • Strategic Advisory Board Leader • 22+ years in HCM as Leader and Consultant • Former IT Director at Columbia HCA Hospital • Former Systems & Support for the Department of Defense Teresa Smith SHRM PMQ, FPP, HRP, PFA, FDS @teresagarrison
- 6. What We Have Learned The future still remains unclear.
- 7. of US workforce is currently looking for new opportunities. 55% Bloomberg, August 2021 4 Million In July, a record Bureau of Labor Statistics US employees quit their jobs. The Great Resignation
- 8. Resource: Gallup 51% Work-Life Balance 1 43% Career Advancement Opportunities 2 41% Compensation & Benefits | Employer Ethics & Values 3 36% Continuous Learning Opportunities 4 34% Organizational Stability 5 Why Are They Leaving?
- 9. • Engagement • Retain & Develop • Trust, Transparency, & Stability • Diversity, Inclusion, Belonging • Multi-Generation, Gig, & Temp Workers • Technology Empowered • Cloud-based • Mobile First • Real-time Data & Analytics • AI-Driven Automation WORKFORCE WORKPLACE WORK THE RULES OF WORK HAVE CHANGED • Flexible Work/Schedules • Modified Work Weeks • Remote • Hybrid • Work-Life Integration
- 10. You MUST adapt to survive. Resilient organizations have accelerated their adaptability in order to stay competitive The future is going to require a new approach!
- 11. The good news is… We can build better & stronger!
- 12. •People •Stability •Trust •Technology The Modern Workplace 4 primary areas of focus: Reimagining HR for the Augmented Age. It’s Time.
- 13. People in the Modern Workplace
- 14. We Need to Understand & Serve our People in a New Way
- 16. The Psychological Contract Employee Expectations Everyday Experiences Psychological Contract = The relationship between an employer and its employees, concerning mutual expectations of inputs and outcomes. The fairness or balance as perceived by the employee.
- 17. Key Moments that Matter The Employee Journey DAILY WEEKLY MONTHLY YEARLY ONCE Apply for a job Interview Get hired Onboard Enroll in benefits Set performance goals Get paid Access pay stub View schedule Request time off Clock in/out Swap a shift View accrued hours Take a vacation Attest to hours Submit timecard Request leave of absence Ongoing training Take a sick day Complete assigned tasks Review performance Learn and develop skills Get promoted Retire
- 18. Hear the Employee Voice The first step in building a great workplace culture that engages, motivates, and retains employees is understanding what they care about.
- 19. Create a People First Culture & Build Connections Keep employees at the center of your decisions Offer flexible options to balance work & life Ensure they know their impact to the company mission Understand what is important to employees Utilize AI- powered technology Build peer networks
- 20. Stability in the Modern Workplace
- 21. EMPLOYEE SYMPTOMS Low Engagement High Attrition Low Productivity No Commitment Low Quality Poor Customer Service Toxic Culture Bad Manager No Recognition No Work-Life Balance Lack of Purpose No Growth Opportunity COVID 19 Civil & Social Office vs Remote
- 22. Cultivate a Stable and Engaged Workforce Remove obstacles preventing success Promote wellness Promote ongoing development Evaluate total compensation packages Deploy DEI&B initiatives Offer competitive & equitable compensation
- 23. • Organizations Must Understand the Whole Person • Organizations are Looking Inward • Organizations Need a Wellness Strategy Stability in Wellness
- 24. Stability in DEI&B DEI&B Employee Engagement Engages & Reflects Local Communities Financial Performance Reduce Employee Turnover Brand and Reputation Better Decision Making Addresses Skills Shortages Innovation
- 25. Stability in the Modern Workplace Space for new ideas, contributing to innovation and a growth mindset. Employees’ ability to make mistakes or fail without feeling judged. Not be punished or humiliated for speaking up with ideas, questions, concerns or mistakes. Source: Amy Edmondson, Harvard Business Professor
- 26. Stability in the Remote & Hybrid Workplace How you serve your employees • Be Flexible • Establish Boundaries • Set Clear Expectations • Deploy Technology & Tools • Provide a Fair & Consistent Experience
- 27. A Good Hybrid/Remote Employee • Create structure in their workday. • Self-starters who look for what needs to be done and take decisive action. • Problem solvers who find solutions for the inevitable issues that come up. • Effective relationship builders, even from a distance.
- 28. Bring Out the Best in Hybrid/Remote Employees 1= Low – 10 = High 1 2 3 4 5 6 7 8 9 10 Home Office: How comfortable are you with your setup at home? Accountability: What is your preference/need around accountability for work-related tasks? Social Interaction: What level of social interaction do you prefer while working from home? Communication: What is your preferred means of communication while working from home? Productivity: Do you have the tools & technology you need to create structure for you workday and set priorities?
- 29. Trust in the Modern Workplace
- 30. Transparency T R U S T Trusting Security Understanding Relationships Build A Culture of Trust Source: Teresa Smith, Making TRUST the foundation of your HR leadership strategy
- 31. RANSPARENCY T
- 32. ELATIONSHIPS R
- 33. NDERSTANDING U
- 34. ECURITY S
- 35. RUSTING T
- 36. Trust is the Foundation, it Affects so Much Brand and reputation Belonging and wellbeing Attracting & retaining talent Stability in the organization Productivity & engagement Relationship building
- 37. 37 Technology in the Modern Workplace
- 38. Workforce Ready The HR Transformation Journey: Optimizing the People Part of Your Business Automated • Paperless environment • Standardize processes • Disparate systems Manual •Paper and spreadsheets •Complex requirements •Errors and fines Strategic •Integrated systems •Attract, hire and develop top talent •Communication and collaboration Data-Driven •Unified platform •Actionable data provides insight •Measure the impact your people have •Employee engagement and retention Compliance Concerns Centralized Administration HR is a Business Partner HR is a Business Leader
- 39. Concerns with Embracing Smart Technology 34% ________ Fear of losing job Being replaced by automated processes 31% ________ The company wouldn’t benefit fully because human intervention is always needed 29% ________ Our every move would be tracked, so management would know exactly how we spend our time at work 25% _______ It would create more work for us as we would have to monitor the automated processes and do checks Source: Workforce Institute@UKG
- 40. Where Smart Technology Would be Embraced 64% _______ Simplifying & automating internal processes 64% _______ Better balancing the workload 61% _______ Increasing fairness in subjective decisions 61% _______ Helping company Improve the bottom line profitability 60% _______ Completing more work in a regular shift Source: Workforce Institute@UKG
- 41. Evolution of HR Technology Systems of Connection Understand us and anticipate our needs— systems that reach out to us to make us better Systems of Insight Make us smarter and faster— making high-quality decisions in context of daily work Systems of Engagement Create technology people want to use Systems of Automation Reduce manual processes— be more efficient Systems of Record Store a single source of truth about your people—compliance is key
- 42. …so what does it take to meet the needs of people with technology?
- 43. Feel safe, informed, and prepared to get my job done Understand expectations and be treated fairly Know that I am valued and that my voice is heard Look out for me and my family, especially in times of need Schedule my team efficiently and fairly Give my people the time away they need while staying productive Ensure my team is aligned to wider business strategy and goals Avoid administrative hassles and minimize mistakes Look out for my people’s wellbeing and keep developing top talent Keep the company compliant with all the latest labor laws Recognize where my managers are succeeding and where they need help Cut down on busywork to become a strategic business partner Executives Employee Set strategic priorities for my organization Assess and address risks and understand business costs Create a thriving company culture and recognize my best people Keep an eye on the pulse of my business quickly in the moment Manager HR
- 44. Create more meaningful and connected work experiences for all people Understand and support people in a meaningful way Recognize and reward people thoughtfully Strengthen skills and relationships Build an inclusive culture Ensure continuity of people operations People Focused Technology
- 45. People Focused Technology Communication & Communities Predictive & Prescriptive Analytics Check-Ins Mobile First Surveys & Sentiment Analysis Natural Language Processing Machine Learning & AI Capabilities
- 46. 46 Where do we go from here?
- 47. 47 4 Priorities Know your people Humanize the experience Create a culture of TRUST Deploy technology
- 48. Priority 1 Focus on your people
- 49. Prioritizing and Understanding Your People Employee Continuum of Needs Survival Security Fulfillment Safe and ergonomically sound working environment, promise of continued employment. Achieving full potential. Experiencing flow. Compensation and benefits. Emotional safety and security. Treated respectfully and being heard. Actualization Accomplishments and achievement. Exploring new possibilities. Inspiring and/or leading others. Autonomy Trusted to work autonomously and manage work time and place. Relationships Healthy relationships at work, particularly with supervisor. Company reputation. Opportunity to lead or serve others.
- 50. Priority 2 Humanize the employee experience
- 51. A Better Place to Work For All Workers • Ensure employees are engaged. • Create a culture of trust. • Offer self-service. • Set clear & achievable goals. • Recognize & reward employees. • Monitor burnout & fatigue. • Offer flexible options. • Monitor training & skills. • Manage overtime effectively.
- 52. Priority 3 Cultivate a culture of TRUST
- 53. Build a Culture Founded on TRUST Be transparent in your communications. Understand your people. Provide emotional and physical security. Trust your employees again and again. T R U S T Nourish good working relationships.
- 54. Priority 4 Create a great Digital Experience
- 55. Deploying Technology Identify Identify gaps with your existing workforce and help you develop, retain and hire the best talent moving forward Influence Highlight your organizational best practices with applicants and employees around performance and succession planning, development programs, benefit offerings, DEI&B, etc. Align Align the needs of your people with goals of your organization. Measure Analytics and key performance indicators that proactively alert you on trends that are happening with your business and your people.
- 56. 4 Tips
- 57. Tip 1: HR’s Role • Business as usual has changed – Maybe Forever – Time to rethink strategies. • Personalized employee experience is critical to meet employee needs and personal development. • Hiring and talent management strategies are still key to attract and retain top talent. • A culture of trust must be your foundation. • Technology is no longer a nice to have. • Change is necessary.
- 58. Tip 2: Humanizing the Experience Clear Expectations People Focused Technology Flexible Work Options Balance of Life & Work Mental Health & Well-Being Networks & Communities Innovation Trust Diversity, Equity, & Inclusion
- 59. Tip 3: Attracting Talent • Fix What is Broken/Lacking • Improve Company Website • Increase Online Presence (Social Media, internal external job boards & Other Outlets, etc.) • Enhance Employee Referral Programs • Revamp Job Postings (Remove Bias , Inject Empathy, multi-lingual, etc.) • Review Application Process • Be Explicit About Work Locations (In-office, remote, hybrid, flex work, etc.) • Revisit Compensation Structure (competitive & equitable pay) • Re-evaluate and Promote your Benefit Offering (Flexible work, DEI&B, Health, Wellness, Communities, etc.) • Promote Growth and Development Opportunities • Highlight Workplace Culture • Share Business Values and Behaviors • Train Managers Up (how to interview, questions to ask, what a new hire can expect) • Help Candidates Succeed (tips on resumes, interviews, etc.) • Create a Great Onboarding Experience • Digitize the Experience (mobile friendly, scheduling, resume parsing, candidate match, offer letters, accept offer, pre-employment checks, etc.)
- 60. Tip 4: Managing Change Pick 1 or 2 areas that will make the most impact. Start Small Align expectations regarding the scope of the change as well as timing and business impact. Define Understand how the change will impact stakeholders and design a strategy to help them navigate it. Plan Engage with leaders and associates to execute the change. Implement Work with leaders and employees to track adoption, make adjustments, and drive lasting change. Sustain
- 61. The Way Forward Show your employees and the world that you’re on the side of good Be more transparent with your people and extend trust Let your employees join in the direction and incorporate their voice in the Modern Workplace
- 62. Leading in the Modern Workplace Reactive Proactive Monitors productivity metrics Supports outcomes-based culture Gives public statement decrying racism and inequity Publicly sets diversity goals & ties success to performance goals Recruits only when people leave Creates a company brand that attracts & retains top talent Uses automation to replace human capital Develops, reskills & upskills people to evolve alongside technology Invests solely in tools which manage organizational processes Invests in tools which truly serve their people Conducts occasional engagement surveys Deploys programs to address employee mental, physical, financial health
- 63. Making the Connection “I feel valued and listened to” “I feel secure that I am working for the right company” “I feel empowered and confident about the future” “I feel a sense of belonging and control” Understand & support people in a meaningful way Ensure trust & stability are core of your business Strengthen communication & relationships Create a compelling employee experience