Article | August 4, 2020
Over the last few weeks, the American Council on Education (ACE), with the support of CUPA-HR and other higher education organizations, sent letters to Congress and federal agencies regarding policies impacting institutions of higher education as they relate to the COVID-19 pandemic. Below is a list and summaries of the letters CUPA-HR has recently signed on to.
Article | August 4, 2020
A PwC study shows that over 58% of businesses deploy HR technology for attracting and retaining new talent. With the Covid-19 pandemic, HR analytics and automation are slated to embed deeper into the people management framework. The demand for optimal HR tech will put it at the heart of a global transformation in the workplace.
While HR professionals will see a drastic rise in their responsibilities, HR tech is evolving even faster. Therefore, keeping up with the latest trends in HR can prove critical in meeting business objectives.
The unprecedented demand for tech in workforce management is demonstrated by the fact that by 2022, the HR technology market will surpass $10 billion and there is a reason for that.
Covid-19 led disruption in HR management
The role of HR has acquired a new dimension post-pandemic, going from supporting a business to driving much of its momentum through its employees. In addition, it has forced organizations to modify their priorities about their workforce.
A Harris Poll survey of U.S. employees reveals that about 48% of employees reported feeling isolated from co-workers and 42% felt their career progression has been impacted due to lack of in-person interactions. As a result, employee learning, mentoring, engagement, mental health and all-round wellness are more important than ever. And HR technology is rapidly taking shape to cater to this new outlook.
Most successful organizations share the awareness that people management is the key to achieving great heights in business. Taking a people-first approach will help mitigate the hurdles created in the aftermath of a global health crisis. Integrating technology into the fabric of HR management might be the answer.
The confluence of HR and technology
Now that companies manage a workforce scattered across various physical locations providing a boundless working environment is vital. Simulating an office atmosphere may not be completely possible, but recreating the workplace experience virtually with collaboration, communication, engagement at the core is within reach.
Recently, Miami-based startup, Mytaverse launched a VR platform to make remote work more productive and collaborative.
On the other hand, HR tech has revolutionized core HR processes as well. Increasingly, human resources professionals are relying on technology to automate everyday operations.
It has made paperwork redundant and reduced the scope of administrative duties, creating more efficiency and redirecting precious resources to be used in a strategy-driven manner. In addition, HR functions like payroll and compliance being digitized will make HR a powerhouse of strategy and analysis.
Performance management will also see tangible impacts. With the adoption of analytics across employee engagement, recognition and retention components, HR managers can make better data-backed decisions.
The pandemic has also provided HR tech startups and software providers with much impetus to innovate new solutions. As a result, feature-rich platforms which offer end-to-end user journeys that align smoothly with every stage of the HR workflow are on the rise.
The rapid growth of the HR tech market demonstrates that organizations, too, recognize the need to upgrade their HR tech.
Hiring with Artificial Intelligence and Machine Learning
While onboarding and recruitment have always relied on technology, Artificial Intelligence (AI) and Machine Learning (ML) are further opening up avenues of optimization. Technology is no longer just the facilitator but a catalyst in the hiring and onboarding process, as proven by the recent launch of Engagement AITM.
The only way to improve the recruitment pipeline at scale is to automate the labor-intensive parts of the sourcing process with AI while optimizing candidates for quality. Today, recruiters manually reach out to candidates for each role only to receive a few responses. About 63% say that talent shortage and engagement from candidates is their biggest problem. Talenya's Engagement AITM converts ‘passive’ candidates into applicants without the extra work by optimizing and fully automating the process.
- Talenya CEO and Co-founder Gal Almog
Talenya, a leader in AI-powered hiring solutions, launched its fully automated talent sourcing software, Engagement AITM, to engage passive job seekers. The tool allows HR teams to be proactive in automating sourcing and contacting candidates who meet requirements. The tool further integrates with Talenya’s Diversity AITM to design talent search keeping the organization’s diversity goals in mind.
Software innovations like these take hiring to the next level by integrating organizational HR objectives into one powerful solution. Additionally, with the advent of cloud solutions, organizations have the opportunity to create a truly boundless HR process.
Is cloud-based HRMS the future?
Any discourse on HR tech is incomplete without the mention of cloud-based human resources management.
Today’s HR tech may have eliminated paperwork, but cloud solutions helped organizations put it into action. As a result, HR professionals can store, access and manage vast amounts of information through a centralized portal with virtually endless storage capacity and built-in data security.
Small businesses are especially making the most of cloud-based HR software solutions to move from an offline outdated HR function to a more future-ready setup. With single-point tracking, cloud platforms allow HR teams to manage workflows across all HR functions seamlessly.
In addition, the flexibility of the cloud and its ability to scale without extensive modifications has leveled the playing field for small businesses. As a result, they can compete better and scale faster.
Discovering new horizons of HR Management
The future of human resources technology is in good hands as providers and tech leaders continue to keep their eye on the future. Further, data analytics in HR is being used to gather insights into the workforce and to predict patterns and outcomes. For example, predictive analytics will be central to HR as more and more HR teams use it to identify which employees will be successful and most at-risk for turnover. But there is more.
Predictive data analytics allows HR teams to identify scope for optimization in areas of productivity, engagement and performance. Not only that, new tools enable HR teams to implement initiatives that boost performance. HR teams can add a layer of analysis to fine-tune processes to perfection with the continued mapping of these measures.
To put it simply, the confluence of HR and tech has created an exciting outlook for the function. While the pandemic may have left many repercussions in its wake, it has also exposed HR leaders to the potential of human resources technology to change the face of HR. From being a purely administrative function, HR will acquire a strategic advantage with the help of the latest technology in the future. Being open to solving challenges with the help of HR tech will prove crucial for forward-looking organizations in adopting upcoming technologies.
Frequently Asked Questions
How does cloud computing help maintain data security?
Data security features today are cutting edge and the cloud is no exception. Cloud solution providers today offer comprehensive data integrity that follows global compliance regulations as well. In addition, automation and self-service can further eliminate data manipulation and increase compliance with high-security benchmarks.
In what HR functions can data analytics be implemented?
Today’s human resources software offers data analytics and reporting across the board. Most HRIS functions offer data collection across recruitment, payroll and retention functions. However, with the rise of employee engagement and recognition, modern HR software solutions can now map and analyze data for workforce management.
How to improve adoption of new technologies within the organization?
A training program should help orient your employees to adopt new systems into their daily work. Ensure that HR teams develop fast and result-oriented programs that can be tracked for efficiency. It may not be an overnight process, but a dedicated program will enable the smooth implementation of new technologies.
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"name": "How to improve adoption of new technologies within the organization?",
"text": "A training program should help orient your employees to adopt new systems into their daily work. Ensure that HR teams develop fast and result-oriented programs that can be tracked for efficiency. It may not be an overnight process, but a dedicated program will enable the smooth implementation of new technologies."
Article | August 4, 2020
Companies all over the world are rallying around their employees as their entire workforce has been working from home due to COVID-19. Organizations that have not thought of the possibility of 100% remote working, are also finding it adjustable and running all operations smoothly in the lockdown period. They are pulling out all the stops, keeping the spirits high, spreading the waves of happiness and trying hard to maintain a light-hearted atmosphere during this time of stress.
In this challenging time of adapting to changes and the prevailing circumstances, here are five proactive approaches to provide your employees support and keep them motivated throughout.
Table of Contents:
1] Essential Support to On-site Staff
2] Building a Virtual Office Culture
3] Stay Healthy, Stay Fit to Stay Away from the Disease
4] Educate & Communicate
5] Anticipate Secondary Effect
1] Essential Support to On-site Staff
As the governments all over the world are seen preferring lockdown to curb the impact of COVID-19, many companies are forced to shut their doors immediately for an indefinite time period. However, some vital industries are allowed to remain open.These permitted industries include production of consumable and protective goods, along with the warehouses and transportation services that need to ship them. As an employer, it is extremely important to take care of employees’ health especially those who are working on-site. Whether it is a manufacturing plant, a warehouse, or they are working in a closed office, checking with them on their health and providing necessary help is part of our ethics as HR professionals. Unlike many companies that are putting their employees first during pandemic, everyone can contribute to maintaining a healthy atmosphere among the employees.
2] Building a Virtual Office Culture
Many of your employees might have pets and kids. And this is a new addition to the virtual workplace they have created. A little flexibility in the atmosphere is bringing fun to the work resulting in increased productivity. Here are some examples of how employers are embracing the change in the workplace:
Vox Media is hosting a daily story time for parents with kids, courtesy of its parent- employee resource group. The CEO of the company joined via Zoom to read stories to families.
LiveIntent –a marketing technology firm created groups on the communication platform #the-bark-side, #thedailybaby, #parentsofliveintent and #WFHTipsandTricks, where people are helped to stay positive and productive, said Global Marketing SVP, Kerel Cooper.
The New York Times’ advertising team held a “pet parade” for everyone to show off their pets, said Sebastian Tomich, SVP and global head of advertising solutions.
These efforts from employers to support employees’ new work-life balance include practical tips too. Merkle created an internal microsite that provides learning resources along with some other content- all for parents whose kids are at home.
3] Stay Healthy, Stay Fit to Stay Away from the Disease
One of the advisory ways to protect people from the coronavirus is to stay healthy. What’s a better way than to arrange some health programs from your organization for your employees. This will also help you strengthen the bond between the company and the employee.
You can arrange some live workout classes twice a week like Cubeiq is doing for its employees. Managers at PubMatic are organizing “exercise-from-home-hour” where they set a particular time of the day for virtual workout classes. During this employee can pay attention towards their health by going for a walk and get active.
A great example of LiveIntent which created a teledoc service that offers in-home COVID-19 testing for qualifying employees who swab themselves at home. And the tests are sent overnight to a lab for results.
Some other options to encourage your employees to stay healthy is arranging a 15-20 mins session of tips on keeping better mental and physical health or inviting nutritionists to provide information on what to eat and how to stay fit during these days, etc.
Also, being happy means being healthy right? So you can arrange some fun activities to contribute in your employee’s health. Those happy hours or minutes can consist of things like virtual coffee meetings, music listening sessions, or some other entertaining activities like work from home photo contests, etc. Doing this will not only make the workforce happy but also increase the productivity.
4] Educate & Communicate
During a time of crisis like the COVID-19, people are seeking support. Something which will give hopes and make them feel better on the improvisation of the situation. What HRs simply can do during this time is, call them and ask how are they doing. Ask them if they are okay and need any kind of help from the company side including supplies, hardware and files they need. Encourage them to ask questions if they have any. The current situation can be a time for companies where new employees are about to join. Make sure they are getting every needful help from your side and adjusting well with the new work structure. With the business situation changing so rapidly, employees value companies that cheer them up and are able to improve themselves along with the company. For something like this not to feel disconnected from the organization, make some passing moments by asking simple conversational questions that will be emotionally helpful for them.
Most companies said they are increasing the cadence of their communications to employees. Their executive teams are proactively connecting, and more departmental heads are meeting to collaborate. Things like these are important to show your support towards your employees.
5] Anticipate Secondary Effect
Due to the critical situation of COVID-19; schools, universities and businesses have to close immediately. Considering these aspects of an employer’s life can make a huge impact. Parents who were dependent on daycare for their children, have fallen into a dual responsibility situation. In many cases there are not immediate family members who can step in. As an employer, you can ease this situation for employees who have become sole caretakers by allowing them modified schedules, alternative shifts or some time off.
Some of the businesses have to shut the doors immediately and this has become the reason for some families to face financial crisis. For such employees of your company, any amount or relief can be a godsend. In turbulent times, financial help, workplace flexibility, or any other outside assistance can dramatically change employees’ livelihood. As we overcome the critical health situation, these small supports can help everyone for a smoother transition to normal lives.
Learn more: Post Coronavirus recovery practices to follow
Article | August 4, 2020
In the midst of a labor shortage, you managed to get their attention. They listened, during the interview, as you described the work. You put in the time to answer every question, and even a few follow-up questions the next day. They weighed the pay and the benefits you promised. But they took a job somewhere else instead. While the trend is for white collar workers to work from home, blue collar workers don’t have that option. This is becoming a question of work culture disparity. Why did that candidate pass on working for you? The pay you offered was competitive. The work itself wasn’t out of line. The hours weren’t unusual. It had to do with the work culture. In a labor shortage, work culture matters more than ever.
Manufacturers have a tough road ahead of them. Workplace culture is about personal well-being, which working from home directly addresses. Millennial and Gen Z workers, who value culture and work-life balance more than any generation before them, are looking for a work culture that is difficult to offer for blue collar employees. So how do you build a great work culture at your manufacturing plant? We’ll show you four ways you can make your culture stand out from the competition, without breaking the bank. Not only will you attract new hires, but you’ll retain your current valuable employees. Great work culture starts with empathy and respect. Empathy and respect don’t cost you anything, but they are priceless.
It’s kind of a no-brainer, but these two are the foundation of great work culture. Employees want to feel valued. How do you do that?
1. Treat them as you want to be treated.
People have lives outside of work. You do yourself, and you know that when things come up in your life, you hope others understand and try to make allowances. Do the same for employees. Be respectful and show empathy, even if you can’t personally identify with or understand what they’re going through.
2. See employees as individuals.
No employee wants to feel like a replaceable cog in the machine, or just another number being tracked in the system. Is there anything worse than a manager who doesn’t even know the names of the people working for them? While people are easily placed into categories based on demographics, job positions, and skills for various reasons, seeing them only as a member of a faceless category makes it easy to treat them as less than human. Individuals have personalities, work styles, quirks, strengths, and weaknesses. Pay attention to these kinds of things. Learn names and interests. Praise the great things they do. Communicate with them with their specific interests and personality in mind.
3. Learn how to show empathy in tangible ways.
Empathy sounds like some vague emotional thing that can’t be measured. In reality, empathy in action is very tangible. A caring, empathetic work culture offers:
Easy hiring processes. Finding, applying for, and interviewing for a job shouldn’t be a job in itself. Make the hiring process easy. Put all the information you can out there so they don’t waste their time applying for a job that isn’t a good fit for them. Thoughtful onboarding and training. Train based not only on the position, but in light of the new hire’s preferences and personality. The hiring process should provide you with information on how they best learn. Good benefits and compensation. It goes without saying that during a labor shortage, especially, your benefits and compensation must be very competitive.
Flexible scheduling- This is about work-life balance, and allowing people the necessary time and space to breathe instead of work dictating when everything in life happens.
Meaningful tasks - Cogs in a machine do meaningless, menial, and repetitive tasks. While some of these tasks are inevitable, help employees see how they are necessary. Show them how it all fits into the process and give importance to the tasks. Avoid busywork just to keep someone occupied. If there’s downtime, use it for cross-training.
Valuable feedback - Both positive and negative feedback can be valuable (or worthless) depending on how you communicate. Make sure your feedback is constructive, with specific examples and actionable points. Instead of crushing employees, you want to help them grow.
Empathy is caring about people, and every part of the hiring and work process allows for you to do that. When empathy is at the center of your culture, from hiring to how you plan your shifts, employees can feel it. They know you value them. They know that’s rare in the manufacturing world, and they’ll want to stick with you and grow with your company.
Make your workplace flexible
Creating a flexible workplace is one of those tangible ways of showing empathy. Instead of rigid shifts and schedules that don’t bend for anyone or any situation, a flexible workplace means giving employees more control over their time. Doctor’s appointments, parent-teacher conferences, car service appointments, and just about any other emergency can pop up during an employee’s shift. Being flexible (and empathetic) means you make the effort to allow them to deal with these things without undue stress or pressure.
You know what happens when you give your employees room to handle every area of their lives?
You end up with happier employees who are less stressed. These are employees who stick around and provide good word-of-mouth to potential hires. They are also employees who have a positive effect on your bottom line. It’s true that this kind of flexibility could be challenging for you when it comes to scheduling shifts. That’s why it’s important to use the right scheduling tools that make flexible self scheduling and unexpected shift coverage easy. It would be a real shame if you made life difficult for employees simply because you didn’t have the right tools to inject some flexibility into your schedule. Here’s a bonus, if you’re not convinced of the merit of being flexible, consider this: not only does this kind of flexibility help your employees, but it makes your business more agile. You’ll be able to adapt to market changes much easier than if you have a rigid work structure in place.
Go mobile and give employees more control
The technology you use should be the technology your employees want. They are already living on their mobile phones. That’s where your scheduling and communication should be. By going mobile-first, when it comes to creating the employee schedule, you give power back to your employees. It’s part of being flexible, and caring about them enough to not demand that they drive in or call someone at the plant to find out if a schedule has been posted in the break room.
Instead, they can confirm shifts, request time off, and see everything they need to know about their schedule or open shifts they could claim. They can communicate easily with each other and with management, from one mobile app. Employees have more control over their life. And even better, you don’t have to micromanage. No more long, stressful hours of scheduling and dealing with time-off requests. Set up the structure, plug in the shifts, and let the automation and employee participation kick in.
Increase employee engagement
Employee engagement is one of those buzz-word phrases that can easily turn into a list of gimmicks rather than being genuine. A cafeteria birthday party is nice, sure, but it’s not real engagement. It’s a one-off nod to an employee. So how do you really stay engaged with your employees?
Make sure your employees feel appreciated, noticed, and recognized. Reward positive behavior, no matter how small it might seem. Make it easy for employees to share ideas for improvement, and then actually listen to them. Implement ideas that are valid.
Create opportunities for employee socializing, whether on the job at break, or outside work hours. It’s the one huge benefit in-person workers have over those who work from home. Make it count. Create work events so that employees can get to know each other. It’s especially important for shift workers, who may not otherwise meet others on different shifts.
Make it easy for employees to communicate easily with each other within safe boundaries. Great example? Use When I Work’s chat feature, built right into the platform employees are already using to monitor their work schedule. They can talk to managers and each other without sharing personal contact information or playing phone tag.
Whether it’s a long list of employee engagement ideas, or a much shorter one, the cornerstone is the same: care about people individually. And then, give them the tools to easily balance a healthy work and personal life. Creating a great work culture doesn’t happen in a day. It takes work, and cultural shifts are some of the toughest wheels to turn. By choosing the right tools, you can grease those wheels. When I Work can help manufacturers like you by providing you with what you need to be flexible, mobile-first, with a work-chat feature that makes communication and employee connection simple