Investing in an innovative solution or digital system may prove to be ineffective or worthless if a business’s management team and staff don’t understand how to properly implement the new tools.
So during the early stages of product selection, make sure to map your ideal process needs prior to committing. In addition, once you complete the decision-making process, launch a kickoff meeting to educate your team and encourage them to stay engaged.
If you are contemplating a business expansion in the coming year, below 15 experts from Forbes Human Resources Council provide additional suggestions to keep your establishment at the forefront of a competitive and evolving global marketplace.
1. Launch A User-Friendly Mobile App To Stay Connected
In the era of remote work, HR leaders can look to technologies that go beyond typical employee self-service tools and maximize opportunities for employees to be engaged and productive. Apps like Ginger for well-being, LinkedIn Learning for personal improvement and Benevity for employer-organized volunteer opportunities, for example, all empower employees to engage how, when and where it works best for them. -Leah Sutton, Elastic
2. Create An HR Chatbot To Share Employee Resources
Leveraging connection points with your team is critical, and what better way to do so than using the technology available at your fingertips? One way we became creative was by leveraging Microsoft Teams to create an HR chatbot that connects and directs our employees to our existing online employee handbook in SharePoint, making it accessible and relevant. This facilitated engagement and knowledge for the win! -Julie Hankins, NNIT
3. Use A Robust Compensation Management Platform
Due to the tight labor market and elevated levels of inflation, HR leaders will need a robust compensation management technology platform to conduct market analysis and pay equity reviews. -David Weaver, Compensation and HR Group
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4. Set Up Virtual Coaching For Upskilling And Career Development
Virtual coaching platforms and upskilling programs create an abundance of learning and development opportunities for every employee. In a fast-paced world where distributed workforces are the norm, tailored coaching programs give workers access to high-quality training that reaches them where they are. This way, they can prioritize career development while also building the skills needed by the company. -John Morgan, L.H.H.
5. Share Tech-Related Business Outcomes With Stakeholders To Increase Buy-In
Over the last two decades, we’ve become increasingly dependent on technology to improve efficiency and effectiveness. This will happen by highlighting the benefits of the technology and its impact on the business. To leverage technology, we should engage our stakeholders and shareholders to make them genuinely believe in what the outcome can bring to the business. -Rabah Bu Hamdan, National Aviation Services (NAS)
6. Implement AI To Enhance Recruitment Techniques
HR leaders can add efficiency to their hiring process by leveraging artificial intelligence (AI) technology in their recruiting operations. The latest candidate-sourcing AI tech can strengthen the candidate pool, eliminate bias and streamline the recruiting process. In 2023, AI advances will be significant while the competition for top talent will remain fierce. Productivity must be maximized to remain competitive. -David Windley, IQTalent
7. Digitize The Employee Benefits Enrollment Process
The war for talent is evident and the benefits package is a large part of the employee value proposition. That’s why digitizing the employee benefits enrollment process and focusing on total reward and seamless communications with a benefits portal that is accessible globally for employers and teams is key. In addition to engaging employees, it will provide incredible data insights into the usage and utilization of benefits, allowing employers to focus their resources and effort more efficiently. – Alan Fergusson, WBN Global
8. Combine Traditional And Modern Approaches To Elevate Business Strategy
Undoubtedly, various HR AI tools should deliver actionable results as per company needs and reflect local, regional or global market trends. However, every business needs to decide what tools are efficient for them. Therefore, combining traditional and modern approaches would help leaders analyze their current workforce, create the right structure and leverage data to turn strategy into reality. -Nara Ringrose, Aquila Nuclear Engineering
9. Enable Employees To Track PTO
Putting a strong human resources information system in place is a great tool. This allows employees to keep track of accrued or available PTO and effortlessly request days off. This also gives employees the power to monitor or adjust benefits privately on their own and store relevant documents related to their employment or compensation plan. For example, we use BambooHR, which has a robust set of features that allows for seamless management and access. -William Stonehouse, Crawford Thomas Recruiting
10. Monitor Employee Engagement Levels
We have to get a pulse on engagement because it matters now more than ever. Whether it’s using simple programs like SurveyMonkey or more innovative ones like BambooHR, Culture Amp or Thrive HR Consulting, we need to know what’s going on so our employee retention levels are where they need to be and we can resolve whatever obstacles are blocking them from success . – Tiersa Smith-Hall, Tiera Hall Impactful Imprints, Training & Consulting
11. Focus On Tools That Strengthen Employee Personal Wellness
HR leaders have a great recruiting tool in social media. Post job openings on LinkedIn and invite employees to share the post with their networks to expand the reach of your post. Leverage technology to promote corporate wellness in new ways, using apps that focus on physical fitness and financial well-being to help your team thrive. – Leigh Yanocha, Knopman Marks Financial Training
12. Broaden Your Team Internationally
Tech platforms allow for efficient and effective global workforce management—something HR leaders should consider if expansion is in their organization’s 2023 plans. A combination of self-service and automation makes it convenient to manage a global employee’s end-to-end journey, from benefits and contracts to payments, while abiding by local employment and tax laws. -Rick Hammel, Atlas
13. Map Out Tech Needs And Ideal Processes
In early-stage companies, tools or software are often considered solutions to most problems. But before you buy a new, shiny HR tool (which there are many of these days), map your ideal process and find the tool or platform that meets most of your requirements. Adoption plans need to include points to drive accountability and repeat usage, otherwise, your project will fail. -Lisa Feher, Secure Code Warrior
14. Nominate Change Champions To Make New Tech Tools Fun
It is important to educate when launching tech tools. If the tool is difficult for people to use, adoption can be frustrating and the new technologies often end up being underutilized. Making the kickoff of a new tech tool a fun process and nominating change champions to drive adoption can help make the costs of the tools worthwhile. The tools are worthless if they aren’t being used. – Cynamon Voe Scott, DuploCloud Inc.
15. Boost Employee Communication And Engagement
With the landscape of employment constantly changing, communication remains an important focus. So, use technology that is focused on the employee experience and leverage tools that facilitate communication. There are so many ways to make this happen, and whether it is through Slack, a performance management system or other channels, integration is key. Use technology to facilitate engagement, not replace it. -Kelly Hutchinson, Big Communications