In this webinar, experienced HR Tech Strategist and Marketer, Rayanne Thorn shares ideas about how to positively impact employee experience and change management without shortchanging the humans that HR Tech and technological innovation are supposed to benefit.
Even happy employees peruse job boards for the next best thing, especially during a time of low unemployment like we are currently experiencing. Increase employee retention & decrease attrition in order to hang on to the quality employees you worked so hard to attract and hire.
Your Expert Guide to CX Orchestration & Enhancing Customer Journeys
Transitioning to HR Tech: Are HR Technologies Ruining Your Employee Experience?
1. Are HR Technologies Ruining Your
Employee Experience?
Rayanne Thorn Naba Ahmed
With: Moderated by:
TO USE YOUR COMPUTER'S AUDIO:
When the webinar begins, you will be connected to audio
using your computer's microphone and speakers (VoIP). A
headset is recommended.
Webinar will begin:
11:00 am, PST
TO USE YOUR TELEPHONE:
If you prefer to use your phone, you must select "Use Telephone"
after joining the webinar and call in using the numbers below.
United States: +1 (631) 992-3221
Access Code: 919-574-629
Audio PIN: Shown after joining the webinar
--OR--
2. We believe great businesses are powered by great people. Guided by
decades of experience and innovation, Kronos® offers the industry’s
most powerful suite of tools and services to manage and engage your
entire workforce from pre-hire to retire. And because workforce needs
are constantly changing, Kronos solutions are designed to evolve with
you to help meet the challenges you face every day — regardless of
your industry or where you do business.
3. 3
Click on the Questions panel to
interact with the presenters
https://www.hrtechcentral.com/webinar-series/transitioning-to-hr-tech/
https://www.recruitingbrief.com/webinar-series/transitioning-to-hr-tech/
https://www.humanresourcestoday.com/webinar-series/transitioning-to-HR-tech
4. About Rayanne Thorn
Rayanne is the Founder and Lead Strategist at Never Enough Media, focusing on Employer Branding, Recruitment
Marketing, Employee Retention, and Consumer Brand Growth. Her years in Recruiting and HR, as well as an HR
Tech Executive and Innovative Content Creator have helped her build a base of knowledge that she shares often in
presentations, webinars, podcasts, and blogs. She is also the HR Editor at Intrepid.Media. Thorn often writes and
podcasts about how humanity mixes with business for the best results, calling this “crossing the streams.” Her
passions include live local music, beach & mountain living, and launching the “Give ‘Em Five” Foundation with her
significant other, shining a light on the dire and immediate essentials of those in need.
About Naba Ahmed
Naba went to Cal Poly, San Luis Obispo and majored in Journalism and minored in Integrated Marketing
Communications. After working as Editor-in-Chief at the campus newspaper, she became interested in developing
content across multiple platforms, and now works as a Content Marketing Specialist at Aggregage, providing some of the
most interesting thought-leaders across a wide variety of industries with a space to celebrate the diversity, depth, and
experience of their professional cultures, personalities, and passions.
5. 5
How to NOT Let Technology
Hinder or Undo Great Engagement Practices
• Positively Impact the Employee Experience and Change
Management.
• Don’t Shortchange the workforce that HR Tech and
Technological Innovation are supposed to benefit.
• Stay Aware that even happy employees are always looking for
the next best thing.
• Increase Retention & Decrease Attrition
Are HR Technologies Ruining Your
Employee Experience?
6. 6
QUESTION:
What are you doing RIGHT NOW to ensure that the employees you
worked so hard to attract and hire stick around?
a. Using Technology for Performance Review, Employee Feedback,
or Employee Engagement
b. Great Pay, Regular Raises, Bonuses
c. Career and Leadership Development
d. All or some of the above
e. None of the above
Are HR Technologies Ruining Your
Employee Experience?
10. 10The Purpose
Why share this information with you?
• Concern for Employers?
• Concern for Retention of Quality Employees?
• Concern for Individual Companies?
• Concern for Culture or Engagement?
No, that’s your job…
14. 14Technology
HR Technology cannot:
• Replace true human-to-human engagement
• Identify character and potential
• Embrace & Follow the Company Vision
15. 15Technology
HR Technology cannot:
• Replace true human-to-human engagement
• Identify character and potential
• Embrace & Follow the Company Vision
• Train the Leaders of Tomorrow
16. 16Technology
HR Technology cannot:
• Replace true human-to-human engagement
• Identify character and potential
• Embrace & Follow the Company Vision
• Train the Leaders of Tomorrow
17. 17Technology
HR Technology cannot:
• Replace true human-to-human engagement
• Identify character and potential
• Follow & Embrace the Company Vision
• Train the Leaders of Tomorrow
• Make Employees Feel Valued
22. 22Technology
HR Technology can:
• Provide a path to engagement
• Encourage engagement
• Augment engagement
• Allow HR more time for true engagement
23. 23Technology
HR Technology can:
• Provide a path to engagement
• Encourage engagement
• Augment engagement
• Allow HR more time for true engagement
• Provide necessary data
26. 26Data
What Data Can Do:
• Provide in-depth information on performance
• Reveal breaches
27. 27Data
What Data Can Do:
• Provide in-depth information on performance
• Reveal breaches
• Reveal breaks
28. 28Data
What Data Can Do:
• Provide in-depth information on performance
• Reveal breaches
• Reveal breaks
• Reveal what’s working
29. 29Data
What Data Can Do:
• Provide in-depth information on performance
• Reveal breaches
• Reveal breaks
• Reveal what’s working
• Reveal what’s great about the company
The positives.
32. 32Employees
The Generations:
• Gen Z, iGen, Centennials (1996 - present)
• Millennials, Gen Y (1977 – 1995)
• Gen X (1965 – 1976)
• Baby Boomers (1946 – 1964)
• Gen NOW – today’s workforce
*The Center for Generational Kinetics
33. 33Gen Z
Generation Z, iGen, Centennials
What do they want?
• Just beginning in the workforce
• Enthusiastic & Optimistic
• Mentorship
• Healthcare
• Good culture
• Autonomy – “empowerment”
34. 34Millennials
Millennials, Generation X
What do they want?
• To fit in with the company
• A good culture that is making a “social” difference
• Significance – that they make a difference
• Mentorship
• Make their own Schedule – Flexibility
• Opportunities for Career Growth
35. 35Gen Y
Generation Y
What do they want?
• Generous Family Leave policies
• Recognized / Known Path - Growth / Leadership Opps
• Healthcare
• Remote Work Opps
• Schedule Flexibility – Hours per week
36. 36Baby Boomers
Baby Boomers
What do they want?
• Retirement
• Healthcare
• Respect for Length of Career
• Security
• Not be dismissed as AGING and non-essential
43. 43TIPS
Simple Tips to Start Following Today
• LEARN the technology you already have in place
44. 44TIPS
Simple Tips to Start Following Today
• LEARN the technology you already have in place
• LEARN and KNOW your employee pain points
45. 45TIPS
Simple Tips to Start Following Today
• LEARN the technology you already have in place
• LEARN and KNOW your employee pain points
• Address those pain points, don’t hide from them
46. 46TIPS
Simple Tips to Start Following Today
• LEARN the technology you already have in place
• LEARN and KNOW your employee pain points
• Address those pain points, don’t hide from them
• Provide a forum for employee feedback
47. 47TIPS
Simple Tips to Start Following Today
• LEARN the technology you already have in place
• LEARN and KNOW your employee pain points
• Address those pain points, don’t hide from them
• Provide a forum for employee feedback
• Be transparent with leadership about challenges
48. 48TIPS
Simple Tips to Start Following Today
• LEARN the technology you already have in place
• LEARN and KNOW your employee pain points
• Address those pain points, don’t hide from them
• Provide a forum for employee feedback
• Be transparent with leadership about challenges
• Understand your employee Life Cycle
49. 49TIPS & Advice
Simple Tips to Start Following Today
• LEARN the technology you already have in place
• LEARN and KNOW your employee pain points
• Address those pain points, don’t hide from them
• Provide a forum for employee feedback
• Be transparent with leadership about challenges
• Understand your employee Life Cycle
• VALUE your employees.