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Is Your HR Out of Date?

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Learn how to build more effective teams with better HR strategies in three simple steps.

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Is Your HR Out of Date?

  1. 1. Is your HR out of date? 3 ways that modern companies manage HR that you should adopt (and how)
  2. 2. HR is dead. (Or so they say.)
  3. 3. What they really mean is that the old way of doing HR is over.
  4. 4. Today’s HR isn’t just about processing payroll or filing compliance reports.
  5. 5. Today, HR is fast becoming the team responsible for critical people strategies.
  6. 6. HR handles the strategies that get great people in the door and keep them there, like: In other words diversity • training and development • employee engagement and culture • benefits • compensation models • mobility
  7. 7. With the right knowledge and tools, companies can make the leap from administrative to strategic work.
  8. 8. Here are 3 ways to update your HR today So let's get started...
  9. 9. Build a culture mindset. 1
  10. 10. For business leaders in 2015, one strategic HR topic on the list drives all of the others. 1. Diversity 2. Training and development 3. Culture and engagement 4. Benefits 5. Compensation models 6. Mobility Can you guess which one? 1 . B U I L D A C U LT U R E M I N D S E T
  11. 11. Culture and engagement are more important to business leaders than raising money and losing customers. Deloitte, Global Human Capital Trends, 2015 First Round Capital, State of Startups, 2015 1 . B U I L D A C U LT U R E M I N D S E T
  12. 12. Surprising? 1 . B U I L D A C U LT U R E M I N D S E T
  13. 13. Employee disengagement costs American companies $450 billion to $550 billion every year in lost customers and productivity. Gallup, State of the American Workplace, 2015 1 . B U I L D A C U LT U R E M I N D S E T $550billion Employee Disengagement
  14. 14. But most companies don’t have a strategy in place. Deloitte, Global Human Capital Trends 2015 Updated in the past 18 months Status of retention and engagement strategy 28% 38% 16% 18% Currently updating Outdated No strategy 1 . B U I L D A C U LT U R E M I N D S E T
  15. 15. How do you build a strong culture? 1 . B U I L D A C U LT U R E M I N D S E T
  16. 16. Know that culture is by design not by accident. 1 . B U I L D A C U LT U R E M I N D S E T
  17. 17. K AT I E B U R K E , V P O F C U LT U R E @ H U B S P OT “I obsess over our employee experience day in and day out, and over how we invest, differentiate, and keep great people who we attract to our brand.” 1 . B U I L D A C U LT U R E M I N D S E T
  18. 18. Culture is about building a workplace where employees can do their best work. 1 . B U I L D A C U LT U R E M I N D S E T
  19. 19. The Path to A Killer Culture 1 . B U I L D A C U LT U R E M I N D S E T Truly understand its importance. Go beyond values & craft an inspiring vision. Codify it on paper and reinforce it. Create culture goals tied to metrics. Live and breathe it every day. Appoint leaders for cultural initiatives. 654321
  20. 20. Measure something meaningful. 2
  21. 21. With heightened strategic responsibilities come new ways of measuring success. 2 . M E AS U R E S O M E T H I N G M E A N I N G F U L
  22. 22. You can’t just say… 2 . M E AS U R E S O M E T H I N G M E A N I N G F U L “Okay. We’re doing culture (or diversity, or training, or competitive benefits) now.”
  23. 23. 75% of HR teams think that analytics are important to their organization, but they’re having trouble getting started. Deloitte University Press, 2015 2 . M E AS U R E S O M E T H I N G M E A N I N G F U L
  24. 24. Here’s how to get started. 2 . M E AS U R E S O M E T H I N G M E A N I N G F U L
  25. 25. 2 . M E AS U R E S O M E T H I N G M E A N I N G F U L 1. Document your strategic goals. Foster culture. Increase team diversity.
  26. 26. 2 . M E AS U R E S O M E T H I N G M E A N I N G F U L 1. Document your strategic goals. 2. Tie them to metrics. Foster culture. Increase team diversity. Improve productivity by x. Lower turnover by y.
  27. 27. 1. Document your strategic goals. 2. Tie them to metrics. 3. Describe their greater business impact. Foster culture. Increase team diversity. Improve productivity by x. Lower turnover by y. Improved productivity. Lower turnover. 2 . M E AS U R E S O M E T H I N G M E A N I N G F U L
  28. 28. Like this. GOAL METRIC (HR) IMPACT Develop stronger managers % managers trained Boost company-wide efficiency 2 . M E AS U R E S O M E T H I N G M E A N I N G F U L
  29. 29. Still not sure about what to measure? For culture, for example, consider: Boost employee retention by % Attract x number of candidates next quarter Improve employee happiness by set survey % 2 . M E AS U R E S O M E T H I N G M E A N I N G F U L
  30. 30. Use connected HR systems. 3
  31. 31. HR cannot be truly strategic without removing administrative work. 3 . U S E C O N N E C T E D H R SYS T E M S
  32. 32. Otherwise, it’s a constant game of catch-up. Create culture and engagement strategies. Choose benefits plans. Answer employee insurance questions. Change employee’s deductions. Process onboarding paperwork for new employees. Remove old employee from payroll. Establish key people KPIs. Design engagement initiatives. Complete compensation benchmarking analysis. Send and analyze employee engagement surveys. Think about perks and office environment. Set hiring targets and processes. Interview candidates and set up open reqs on website. Answer legal questions. File year-end paperwork. Move employees cross- country. Set up new tools for handling employee mobility. Check in with different vendors. Set HR budget. Create dashboard to measure initiatives’ impact. Run payroll. Think up a new onboarding and training program for employees and managers. Rinse and repeat. 3 . U S E C O N N E C T E D H R SYS T E M S
  33. 33. 3 . U S E C O N N E C T E D H R SYS T E M S DAW N N OT T, D I R E C TO R O F H R @ Z E N E F I T S “With technology and automation, we can reshape our roles in HR into something more creative and meaningful. Less administrative work means more focus on the high impact (and fun) parts of HR.”
  34. 34. Most HR tasks draw on the same data. 3 . U S E C O N N E C T E D H R SYS T E M S But it doesn’t need to be so hard.
  35. 35. 3 . U S E C O N N E C T E D H R SYS T E M S Take, for example, a few tasks it might take to run payroll for a team. Add new employee Change bank info Update commuter benefits Add bonus Change insurance deductions Change employee status Input hours worked Remove terminated employee To-Do List
  36. 36. 3 . U S E C O N N E C T E D H R SYS T E M S You’ll need to update this information in every system... Add new employee (in HRIS) Change bank info (in HRIS) Update commuter benefits (in Benefits) Add bonus (in Performance) Change insurance deductions (in Benefits) Change employee status (in HRIS) Input hours worked (in Time Attendance) Remove terminated employee (in HRIS) To-Do List
  37. 37. 3 . U S E C O N N E C T E D H R SYS T E M S ...And then again in your payroll system. Add new employee (in HRIS + Payroll) Change bank info (in HRIS + Payroll) Update commuter benefits (in Benefits + Payroll) Add bonus (in Performance + Payroll) Change insurance deductions (in Benefits + Payroll) Change employee status (in HRIS + Payroll) Input hours worked (in Time Attendance + Payroll) Remove terminated employee (in HRIS + Payroll) To-Do List
  38. 38. 3 . U S E C O N N E C T E D H R SYS T E M S Which can take hours with disconnected systems. +45 min +15 min +25 min +60 min +70 min +50 min +120 min +45 min Add new employee (in HRIS + Payroll) Change bank info (in HRIS + Payroll) Update commuter benefits (in Benefits + Payroll) Add bonus (in Performance + Payroll) Change insurance deductions (in Benefits + Payroll) Change employee status (in HRIS + Payroll) Input hours worked (in Time Attendance + Payroll) Remove terminated employee (in HRIS + Payroll) To-Do List
  39. 39. To-Do List 3 . U S E C O N N E C T E D H R SYS T E M S But only minutes with connected systems. Make updates once Run payroll
  40. 40. 3 . U S E C O N N E C T E D H R SYS T E M S To truly give you back time to elevate your HR game, your system must do two things:
  41. 41. 1. Connect everything in one place. Benefits, payroll, time and attendance, performance management, analytics, employee records, compliance. 3 . U S E C O N N E C T E D H R SYS T E M S
  42. 42. S T E V E B O E S E , H R T E C H N O LO GY C O N F E R E N C E C O - C H A I R “Most companies possess numerous systems for HR. With growth, the challenge to keep data in sync across systems and accurate becomes daunting.” 3 . U S E C O N N E C T E D H R SYS T E M S
  43. 43. 3 . U S E C O N N E C T E D H R SYS T E M S 2. Automate everything. Your system shouldn't just eliminate the paperwork, it should eliminate the work itself, so you can focus on the more important stuff.
  44. 44. J O S H B E R S I N , P R I N C I PA L A N D F O U N D E R , B E R S I N BY D E LO I T T E “There’s been a total shift in the purpose of HR software. Perhaps 30 years ago, HR systems ran on mainframes and were primarily used by HR managers. Now they’re all self-service.” 3 . U S E C O N N E C T E D H R SYS T E M S
  45. 45. Opportunity is knocking. Get down to it.
  46. 46. Want to learn more? Choose the best system for your company with our free eBook. Because a modern HR strategy needs future-proof tools. DOWNLOAD THE EBOOK
  47. 47. All of your HR, in one place. Connected and automated. W W W . Z E N E F I T S . C O M

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