Managing talent in the current era means so much more than before. The current expectations are beyond managing salary payouts and require encompassing and targeting larger challenges of instilling and driving the organization culture, employee engagement, and employee development and growth.
Managing talent in the current era means so much more than before. The current expectations are beyond managing salary payouts and require encompassing and targeting larger challenges of instilling and driving the organization culture, employee engagement, and employee development and growth.
The current technology landscape provides for an abundance of products that aim to solve for the above expectations in a customized fashion, making the decision rather overwhelming at times. However, this market scenario gives the comfort that it is possible to demand and find a solution that integrates all your processes and priorities in one interface. An integrated solution will allow for driving processes and managing data all in one place.
All organizations have varying priorities for HR systems depending on their talent plans. However, amongst all the variables there are always a few constants to be found. Some system solutions rise above all others as basic requisites, to begin with for all.
Let’s discuss some of the fundamental needs for your HR stack:
Applicant Tracking System
Talent is one of the most important investments for any organization, it is at any stage of the evolution cycle. It is thus necessary to acquire an intelligent applicant tracking system. An efficient solution in this direction will help to strengthen the entire recruitment process. A good foundation for the recruitment process will help to define the interviewing process & metrics that enable to identify the perfect candidate. It will target the challenges of hiring for critical roles, filling in replacement positions, managing volumes, or creating a funnel for expected talent needs.
Workforce Management
It has become critical to have a virtual method to manage employee efficiency, as well as performance. An investment in this regard will help ensure process transparency for attendance, shifts, leave management. The employees will be empowered to manage and track their data. Further to the above, it will ensure access to real-time data for managers and a move away from the manual process will help the accuracy and reliability of payroll inputs. In the long run, inputs from such a system could also be used to follow and manage early warning indicators of employee efficiency, absenteeism, and so on.
Performance Management
An organization must ensure the alignment of organizational and individual goals across teams as well as constantly establish triggers for the employee motivation, feedback, and hence performance. A performance solution will provide a well-defined roadmap for aligning individual goals to organizational goals, setting SMART goals, rolling out regular and timely feedback, integrating process & policy, maintaining transparency with employees, and easy access to accurate to performance data.
Rewards & Recognition
Employees value real-time recognition for their performance and efforts. Therefore, it is critical to building a recognition policy & process. A technology solution will help to ensure regularity, frequency, and policy adherence towards recognizing and rewarding good performers on a real-time basis. A rewards initiative that highlights the employee contributions or embodying of organization values will help keep the employee morale high and foster a positive workplace culture.
Employee Growth & Development
Today’s workforce does not restrict the definition of ambition and career to just salary and titles. They think beyond the essential needs and focus a lot on growth and development opportunities as well. Strong career growth and personal development plan help to keep them engaged. It will inculcate the feeling that the organization is invested in an employee’s development. A technology solution in this regard will help streamline such a process and ensure timely action in required areas. Some of the features would be the career plan, developmental plan, training calendars, training links, and data analytics.
Conclusion
While building your HR stack, it is hence advisable to have an integrated HRIS that solves for all needs in one place. Deskera is an example of such a platform that helps to provide solutions for all HR processes and data in one interface.
