Welcome
Presented by: Niamh Pommerenke
MA, SPHR, SHRM-SCP, MCIPD
May 9, 2017
Review HR systems and practices necessary to have in place today in HR
Provide practitioners with tools enabling them to introduce best systems and practices to their organizations
HR Systems & Practices
Definition: HRIS/HRMS
HRIS vs. HCMS
Multisystem Processes
HRIS Advantages & Disadvantages
Barriers to Success
Choosing a System
Preferred Vendors
Free(mium) HRMS
Definition: HR Best Practices
Baseline HR
Value-Add Practices
Culture
Engagement
Quality Recruitment
Retention
Data Analytics
“Integrated systems used to gather, store and
analyze information regarding an organization's
human resources.”
Definition: HRIS/HRMS
HRIS vs. HCMS
Employee Data
Payroll
Benefits administration
Time & attendance
Expense management
Compensation
Leave Management
Reporting
Recruiting
Applicant-tracking
Onboarding
Leadership Development
Succession Planning
Performance management
Pay-for-Performance
Career Development
Training
Workforce Planning
HR Data Talent Management
Multisystem Processes
Employee data
Internet-based payroll
Electronic Applicant Tracking
Performance Review system
Benefits system
Etc.
Issues: Multisystem Processes
Inefficient use of time
Guarantee mistakes
Frustration
Burnout
Paper usage
Physical storage space
Time away from more strategic goals
HRIS Advantages
Increased efficiency
Organize & simplify
Improved accuracy
Better report quality
Work reallocation
Paperwork minimization
More strategic focus possible
HRIS Disadvantages
Cost
Steep learning curve
Specialized knowledge
Room for error exists
Malfunctions
Insufficient applications
Security
Barriers to Success
Clearly defined needs analysis
Satisfaction with status quo
Senior Management Support
Stakeholder involvement
Lack of communication
Politics/hidden agendas
Choosing a System
Define Requirement
➢Customize
➢ Seamless integration
Analyze Vendors➢ https://www.comparehris.com/
Negotiate Contract
21%
11%
7% 6%4% 4%
0%
5%
10%
15%
20%
25%
Preferred Vendors
Free(mium) HRMS
Free for:
Apptivo.com Up to 3 users
Sleekr.co Up to 5 users
Zoho.com/people Up to 10 users
WebHR.co Up to 10 users
Zenefits.com Unlimited users
Collage.co Unlimited users
Company Name:
“Functional activities and strategic plans
that enable improved services and increased
efficiency.”
Definition: HR Best Practices
Baseline HR
Job posting templates
Application form
Interviews/Questions to avoid
Job Descriptions
Thorough reference checks
New Hire Packets
Offer Letters
Clear performance expectations
Correct/Consistent I-9 Forms
Labor law posters
Employee files
Employee Handbook
Employee documentation
Salary Structure
Safety Procedures
Workers’ Comp Procedures/postings
Value-Add Practices
Build Excellent Culture/Develop Brand
Employee Engagement
Quality Recruitment
Focus on Retention
Data Analytics
System of shared assumptions, values, and
beliefs, which governs how people behave
in organizations.
Definition: Culture
Why Culture Matters
Attracts talent
Drives engagement and retention
Impacts happiness and satisfaction
Affects performance
Define your Culture
Important thing is to start dialogue
Use assessment tools, surveys, observation & examination
May reveal gaps between desired culture and current one
Always a work in progress
Critical not to ignore
Emotional commitment employee has
to organization and its goals.
Definition: Engagement
Engagement vs. Happiness/Satisfaction
Engagement is not:
➢ Employee happiness
➢ Employee satisfaction
Satisfaction typically measured annually
Important to regularly measure engagement
➢Quarterly / monthly
Why Engagement Matters
Engaged Employees lead to
➢ Higher service, quality, and productivity
➢ Higher customer satisfaction
➢ Repeat business & referrals
Employee engagement key to activating high performing workforce
Engage non-engaged Employees
Baseline assessment
of feelings about
organization
Capture thoughts on
one issue weekly
Send weekly emails
and listen
Quality Recruitment - Attraction
Exciting Job Postings!
➢ Who is the company?
➢ What is the role?
➢ Who is the manager?
➢ What are the salary & benefits?
➢ Where is it located?
➢ What are the development opportunities?
Quality Recruiting - Candidate Experience
Online application process
Streamline application process
Keep interviews close together – maximum one week
Make decisions as fast as possible
Stay in touch with candidates even when nothing to report
Quality Recruiting - Employee Referrals
Most significant source-of-hire for employers
Almost two-thirds of employers have formal referral process in place
24% new hires from referrals
Some companies’ rates nearly 40%
Increases quality-of-hire, cultural fit, positive results, and referrals stay longer
Quality Recruiting – Talent Pipelines
Having ready pool of candidates available when position opens up
➢ Reach out to candidates not actively looking via social media
➢ Invite candidates to join your talent community
➢ Stay in contact with candidates you speak with during recruitments
Quality Recruiting - Reference Checks
Spend time at one end of hiring process or the other
➢Best to be before hire!
Thorough reference checks critical
➢Minimum of three
➢ Probing questions
Retention: Why Employees Leave
4%
4%
4%
5%
6%
9%
11%
12%
13%
16%
0% 2% 4% 6% 8% 10% 12% 14% 16% 18%
Supervisor poor employee relations
Supervisor displayed favoritism
Not recognized for my contribution
Unavoidable reasons
Work hours
Supervisor lacked leadership skills
Job duties boring/no challenge
Compensation
Supervisor lacked respect/support
Limited career/promotion opportunities
Reasons for Leaving
Retention: Why Employees Stay
Transparent Work Culture
Quality of Work
Supportive Manager
Empowerment
Flexibility
Retention: Focus on Employee Experience
Employer emphasis traditionally been on keeping customer happy
Recent shift to focusing on employee experience
Employers must work harder to keep employees happy so they won’t leave
Retention: Managing Employee Retention
Three-stage process
➢ Identify cost of turnover
➢Understand why employees leave (exit interviews)
➢ Implement retention strategies
Stimulating Work
Recognition and
Reward
Leadership
Ensure the following:
Data Analytics
Importance of data-
driven HR practices
➢ Use of metrics and in-
depth analysis expected
➢ Help make good decisions
& demonstrate ROI of key
expenditures
➢ No analytics for analytics-
sake
➢ Ask!
Data Analytics - Sample Metrics
Cost Per Hire➢ Internal Recruitment Costs
+ External Recruitment Costs / total number of hires
Turnover
➢ # of Separations / Avg. # of Employees x 100)
Absence
Employee Engagement
Performance
HR Forum: http://region9hsahr.freeforums.org/(Peer-to-peer communication)
Webinar: Employee Retention Strategies July 11, 2017, at 3 pm
Register at http://www.region9hsa.org/learn/
In-Person: Save the Date - Head Start Human Resources InstituteAugust 9, 2017 - San Diego, Hyatt Regency Mission Bay
2017
THANK
YOU
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