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Similaire à Workforce experiences
Similaire à Workforce experiences (20)
Workforce experiences
- 1. Workforce experiences – the key to improving employee engagement Paul Burrin Chief Marketing Officer Fairsail
- 2. Workforce engagement crisis Sources: Gallup; Global Perspectives; Hay Group Insight 35% Percent of engaged employees USA WorldwideUK 37% 13% Poor engagement Global productivity growth stuck in the slow lane with no signs of recovery in sight Costs the American economy up to $350 billion per year in lost productivity Poor productivity Companies with high engagement outperform others on productivity by 50 per cent
- 3. Engagement (satisfaction) surveys #epicfail Annual survey with (too) many questions Quality deteriorates after ten questions Results take weeks to collate and publish Few if any resulting actions or outcomes 86% of board directors admit they are not developing adequate strategies to address the problem
- 4. Time to think differently
- 5. Experiences and engagement Experiences Thoughts, feelings, emotions Engagement Interactions with an organization affecting employees thoughts, feelings and emotions which leads to particular behaviors. The degree of absorption by and enthusiasm about work resulting in subsequent actions which may further the organization's reputation and interests. Interactions ReactionsInteractions
- 6. Fairsail engaging influential HR leaders
- 7. “Our mission is to create a workforce where you can belong anywhere, but in employee experience we’re focused on how we can make people feel like they belong here.” Mark Levy, Global Head of Employee Experience, Airbnb “In my opinion, this could be one of the business world’s biggest mistakes. People are typically the most expensive investment yet companies do little to invest in figuring out what makes them tick.” Amy Zimmerman, Head of People Operations, Kabbage “People no longer work in the same business from when they graduate to retirement, so organizations need to make the workplace experience as attractive as possible.” Ruth Chandler, Global People Director, Skyscanner New focus on workforce experiences
- 8. The age of the employee Everybody and everything is connected Mainframe SNA Terminal Server LAN/WAN Client Cloud Mobile Social Data science IoT Personnel & Payroll HRIS, HCM, Talent Mgmt HR & People Management
- 9. Fairsail workforce experience Connect to your people in a whole new way Connected employees Connected contractors Connected communities Connected partners Connected customers Connected apps and products 50%better performance from companies with engaged employees than those without
- 10. Work anywhere on any device Employees with flexible working are 3xmore likely to be highly satisfied with their jobs Source: National study of changing workforce 6B+ Smartphones by 2020
- 11. Configure mobile capabilities • Support for any device including Apple Watch • Full HR functionality available • Customers choose and configure capabilities • Centrally and securely managed in the cloud • All data stored in cloud not on mobile device • Receive alerts & notifications, make decisions, respond in real time, and keep up with the pace
- 12. Reduce information overload News, key messages, HR information, internal communications, company meetings, videos, corporate social media, maps, photos, ….
- 13. Design great branded experiences: Kleinwort Benson 400 person award winning private banking and wealth management services
- 14. Create great branded experiences: Innocent Drinks sells more than two million smoothies per week; 90% owned by The Coca-Cola Company
- 15. Engaging branded experiences: Lewis Energy leading producer of natural gas in South Texas
- 16. Connecting people with great experiences: Fairsail the HR system for mid size multinationals enabling great workforce experiences
- 17. Fairsail: delivering great workforce experiences • Incorporate your brand logo and corporate color palette • Reflect your corporate culture and style Design your own self service experience • Allow managers and employees to access all their HR processes • Share internal and external content and messaging • Target content to the right people Quick and easy to configure • Fast adoption • Increased productivity • Great experiences – people love it Engage your workforce
- 18. What is your employment brand experience? “Sometimes just being genuine about who you are allows you to attract people better because they know exactly what to expect.” Peter Navin, Chief Human Resources Officer, Docusign “You don’t see the mission and values on the wall. Instead, you feel it when you walk through the door and you see it in the way that people behave with one another, and with anyone who comes into contact with us. Being a host is one of our most important values, and it is how we behave both with one another, and everyone else.” Mark Levy, Director of Employee Experience, Airbnb A brand experience starts from the very first touch-point through to how an employee leaves and everything in between.
- 19. Awareness Consideration Evaluation Purchase Delivery Use Advocate Journeys The Employee journey The Customer journey Application Candidate Offer & acceptance Onboarding Learn Contribute, manage & grow Advocate
- 20. The employment journey and workforce experience Job hunting Interview Selection Onboard Contribute Perform Grow Leave Alumuni Candidate experience Employee experience Leavers experience Workforce experience: is your company a great place to work? Workforce experience is the sum of experiences that workers go through when interacting with your company brand over course of the employment journey Employment Journey
- 21. Fairsail workforce experience management Talent Acquisition People Management Time Management Engagement Performance Management Talent Development Planning People Analytics Delivering Great Experiences Implementation & Success Services Training & Support Services Fairsail Cloud Platform Integration Services; Security, Privacy and Resilience
- 22. Single global system Company branded self service portal Support for any device Integrated employee communications Social recognition & peer callouts Pulse, spot & traditional surveys Built in dashboards and analytics Highly configurable workflows and processes Designing and managing your workforce experience
- 23. People analytics Get smarter about your people Know your people as well as you know your customers Real-time information Artificial intelligence Cognitive computing People analytics 77% of executives rate people analytics as a key priority* 51% of companies are correlating business impact to HR programs* Predictive analytics *Deloitte University Press, Global Human Capital Trends 2016
- 24. Experience analytics • Pulse survey • Six questions • Instant results • Workforce experience score (country, location, manager, function, department) • Range of reports • Link to other metrics such as NPS or customer satisfaction scores instant or event-driven surveys workforce experience analytics instant feedback humanics mechanics micro-process redesign rapid rollout
- 25. Designing great workforce experiences Feedback Improved Processes Company Comms Social Response Knowledge Sharing Cross Functional Working Career Development Talent Planning
- 26. Implications for HR and people management Engaging people • Shift from managing HR transactions to engaging people • Think about the employee journey from start to finish • What do people experience? Design thinking • Seize the opportunity to design different experiences • Align internal experiences with your brand and customer experiences • Rethink processes, content, communications, format, delivery, feedback Skills and tools • Close loop people management using people analytics • Additional skills and competencies • HR and people management retooling: Fairsail
- 27. Realizing value with Fairsail Improved experiences Better learnings & understanding Stronger connections Improved engagement Higher productivity Longer retention People benefits Business benefits
- 28. Workforce experiences – the key to improving employee engagement Find out how Fairsail can help you deliver great workforce experiences www.fairsail.com
Notes de l'éditeur
- Jack introduces Hot Topics, the development of the Tech HR 100 2016 list and how he has the privilege of talking to some of these leaders of some new great brands about how there are managing and engaging people in the digital economy.
- Possible stats to use on slide Companies with engaged employees, outperform those without by 202%. (Source: Dale Carnegie) Highly engaged employees are 38% more likely to have above-average productivity.(Source: Workplace Research Foundation) Increasing employee engagement investments by 10% can increase profits by $2,400 per employee, per year. (Source: Workplace Research Foundation) Employee happiness is 23.3% more correlated to connections with co-workers than direct supervisors. As part of a recent employee engagement survey they conducted, the team at TINYpulse found that employee happiness is much more closely correlated to the connections they share with their coworkers, rather than those they share with their direct supervisors.
- Findings in favor of mobility focus on the impact of flexibility on satisfaction and productivity. Flexibility in the workplace and job satisfaction are linked; the National Study of Changing Workforce finds that employees with high access to flexibility are three times more likely to be highly satisfied with their jobs than those with low access. The Center for the Built Environment finds satisfaction is directly linked to self-reported productivity: for each 15% increase in satisfaction, productivity improvement was reported to increase by one to four percent.
- Creating a brand experience starting from the very first touch-point through to how they leave and everything in between. Navin at Docusign: “sometimes just being genuine about who you are allows you to attract people better because they know exactly what to expect.” Huddle HR cultivates the startup spirit within an ever developing business. Many businesses try and hammer home company values by brandishing aspirational mantras across walls, marketing collateral, email signatures, and anywhere eyeballs will see them. Airbnb has opted for a slightly different approach. It’s called the ’employee experience’ department. “You don’t see the mission and values on the wall. Instead, you feel it when you walk through the door and you see it in the way that people behave with one another, and with anyone who comes into contact with us. Being a host is one of our most important values, and it is how we behave both with one another, and everyone else.” Shazam Authenticity. Social media accounts, same person to work as at home. Really trying to make sure the brand / people and company values are all aligned. Difficult to implement. Starting to design experiences. What does it take to create really great places to work. Lyft – employee brand. Can take a matter of minutes to destroy the brand.
- Award winning HCM End to end services for managing workforce experiences through the employment journey, delivered over the cloud One comprehensive system built from the ground up from one vendor Automates the complete individual employment process from acquiring and onboarding, through managing, engaging and developing your people to at some point separation & offboarding for individuals. Automates the management processes from hiring, engaging, managing, assessing, reporting, developing, planning and offboarding System integrates easily with multiple third parties, including 40 payroll providers, 35 benefit carriers, financial and ERP systems, LDAP and Active Directory Runs on Force.com platform from Salesforce: high availability, secure, high performance, proven Includes professional services: implementation, documentation and support, training if necessary Award winning: UK Cloud Award for HCM Product of the Year 2015 The Cloud Industry Forum (CIF), is a not for profit company limited by guarantee, and is an industry body that champions and advocates the adoption and use of Cloud-based services by businesses and individuals. Sponsored by Microsoft, HP, Ingram
- People Analytics is a data-driven approach to achieving the best out of people. It's about informing people decisions with insight generated from analysis of data from multiple sources (not just HR). E.g. are you paying for performance (finance, HR and sales data); who are your best customer managers (finance, HR, services data); who is a flight risk (HR, payroll, market information, performance data). Deloitte University press: Global Human Capital Trends 2016 People analytics: Gaining speed As technology makes data-driven HR decision making a possibility, 77 percent of executives now rate people analytics as a key priority, up slightly from last year. In response, companies are building people analytics teams, rapidly replacing legacy systems, and combining separate analytics groups within HR into one strategic function. In 2016, 51 percent of companies are now correlating business impact to HR programs, up from 38 percent in 2015. Forty-four percent are now using workforce data to predict business performance, up from 29 percent last year. The potential of people analytics is clear - http://www.onrec.com/news/statistics-and-trends/cubiks-survey-people-analytics-is-key-hr-is-struggling-to-get-started The survey results demonstrated that while many organisations are in an early stage of deploying people analytics, HR professionals definitely see its potential. 91% said they hope to apply people analytics in performance management within 3 years. Significant proportions also indicated that they are looking to apply people analytics to make better hiring choices, improve succession planning and enhance learning and development. The Cubiks survey received 275 responses, predominantly from HR professionals or managers from large organisations working in a range of industries. Most significantly, these included; banking and finance, IT, business services, manufacturing and retail. 24th May 2016 Implications for HR Hr becoming destination of choice for grads or data scientists Having more analytical systems driven grads into HR Cultural change in HR
- Questions focus on the key constructs that shape experience: Trust, Empathy, Satisfaction, Loyalty and Commitment