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How HR Can Balance Compliance, Vision, and the Employee Experience


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oin Libby Mullen from BizLibrary and Cassie Whitlock from BambooHR as they discuss how HR professionals can balance the demands of legal, leadership, and employee concerns. We’ll cover four key facets where HR’s efforts will be the key factor in producing desirable results, like increased employee engagement, higher productivity, and strong company culture. With this new mindset, HR will finally have the time, know-how, and buy-in to focus on the human side of human resources.

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How HR Can Balance Compliance, Vision, and the Employee Experience

  1. 1. Cassie Whitlock Director of Human Resources BambooHR Libby Mullen Learning & Development Manager BizLibrary
  2. 2. Old Thinking vs. New Thinking Three constituencies to balance: ● The Law ● The Leadership ● The Employee
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  5. 5. Old Thinking vs. New Thinking Three constituencies to balance: ● The Law ● The Leadership ● The Employee
  6. 6. Finding Balance Between Three Roles 1. Compliance facilitator 2. Strategic partner 3. Employee advocate
  7. 7. Establishing a Culture Built on Mission, Vision and Values. Mission, Vision, and Values: ● Overall guideline for an organization ● A unifying statement of beliefs and responsibilities ● Helps add a human element to the law and management side of things
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  9. 9. New employees who can take part in a well-structured onboarding program are 69% more likely to stay with a company for up to three years. What is HR’s role? ● To let employees know about the company’s values during onboarding ● Observe and recognize employees who are living out the true mission, vision, and values and assist the ones who are not.
  10. 10. Four Key Facets ● Building a Modern Learning Culture ● Manager Training ● Compensation & Benefits ● Feedback & Recognition
  11. 11. 1. Building a Modern Learning Culture Growing demand for professional development opportunities “94% of employees today would stay at a company longer if it invested in their development” - LinkedIn
  12. 12. Building a Modern Learning Culture HR’s Role: ● As an employee advocate ○ Allow employees time to learn on-the- job ● As the strategic partner ○ Align the learning and development program with key business initiatives ● As the compliance facilitator ○ Insure that the proper compliance training is done and used
  13. 13. 5 Steps to Creating a Modern Learning Culture 1. Make it a daily habit 2. Reinforce Learning 3. Celebrating failure 4. Measuring learning vs. training 5. Providing Modern Learning Content and Experiences that are familiar
  14. 14. 2. Management Training Key to success of a company, but often overlooked or only delivered through sessions and seminars that don’t get translated to on-the- job situations. “58% of managers said they didn’t receive any management training.” - CareerBuilder
  15. 15. Tips for Training Managers ● Develop coaching skills ○ Coaching is building one-on-one relationships and managing a process that result in specific improved performance in targeted areas. ● Focusing on soft skills ○ 80% say soft skills are increasingly important to company success ○ 89% of bad hires typically lack soft skills ● Provide feedback regularly
  16. 16. HR’s Communication Palette ● Compliance issues need to be black and white
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  19. 19. Compliance Training ● Compliance should be clear-cut ● Rules are there to protect employees and organizations ● Compliance forms the base of a competent organization
  20. 20. 3. Refining Compensation and Benefits Proving your organization can deliver in the long term “77 percent of workers do not believe the rationale for denying them a raise” - PayScale
  21. 21. Self-fulfillment Needs Psychological Needs Physical Needs Motivational Needs: challenging work, feeling of accomplishment, sense of team Empowerment Needs: top cover, trusted colleagues, ability to effect change, permissive policies Intrinsic Needs: job satisfaction, shared belief in the mission, passion for the work Physical Needs: competitive salary, access, training/knowledge Career Goals: clear path to reach one's full potential
  22. 22. Stick to Your Comp Model ● Develop a comp model ○ Do your market research ○ Identify lead, match, and lag levels for each position ○ Matching the market rate leaves room for salary growth and incentives ● Hire with a long-term plan ○ Avoid bargaining ○ Measure performance consistently ○ Review compensation levels regularly ○ Discuss with employees on an annual or semi-annual basis
  23. 23. 4. Feedback and Recognition ● Employee level ● Organization level
  24. 24. Giving Responsibility to Managers Let managers handle their departments Employees benefit from 1:1’s vs. annual reviews “Having regular conversations without the formality of an annual review contributes to an atmosphere of confidence. Suddenly it’s easier for both employee and manager to discuss concerns and course correction.” - Inc.
  25. 25. Recognition by Department ● HR’s role - to highlight the highs in an organization = total company communication ● Managers’ role - to publicly and privately recognize individual employees for their contributions ● HR, Leadership, and Manager role - promote the practice of employees recognizing each other publicly (within teams or cross- departmentally)
  26. 26. Macro-Level Feedback Helps Get Buy-In ● Strategy starts with the view from 10,000 feet ● Compile performance data from managers ● eNPS survey - identity the trends and outliers ● Support your case with data
  27. 27. The Benefits of Finding Balance ● Key business initiatives ○ Increased employee engagement ○ Lower turnover ○ Higher productivity ○ Higher Profitability
  28. 28. Takeaways ● Compliance Facilitator: build a solid policy foundation ● Strategic Partner: establish your mission, vision and values throughout the organization ● Employee Advocate: help your employees feel their feedback is heard and considered ● Four facets of your organization that can generate higher profits and happier employees when HR finds balance between the roles. ○ Building a modern learning culture ○ Manager Training ○ Compensation & Benefits ○ Feedback & Recognition
  29. 29. ● HR needs to be able to hand over the torch, and let managers give feedback and lead their teams ● Compiling feedback at the organizational level helps HR get buy-in as a strategic partner and lets them make strategy adjustments toward these benefits: ○ Increased employee engagement ○ Lower turnover ○ Higher productivity ○ Higher Profitability Takeaways
  30. 30. QUESTIONS? BizLibrary Receive a demo of the BizLibrary Solution We’ll contact you shortly to set up the demo BambooHR Receive a free job posting on our ATS and full HRIS for one week We’ll contact you shortly to set this up
  31. 31. CREDIT SLIDE **BizLibrary will add this later
  32. 32. Join us for upcoming webinars! **BizLibrary will add this later
  33. 33. Thank you for attending! Cassie Whitlock Director of Human Resources BambooHR Libby Mullen Learning & Development Manager BizLibrary