7 Possible Human Capital Management Resolutions for 2017Posted on
2017 is upon us. After we’ve recovered from any holiday stupor it’ll be time to return our focus to future business. But the ghosts of years passed threaten to haunt us. What can we do better in 2017?
REDUCE ALL THOSE BLEEPING PASSWORDS
User adoption is a shared responsibility. With HR already governing as many as a dozen separate logins for employees, can we really expect our workforces to proactively log into additional applications? Whether you’re an HR professional or a busy executive or employee, you want simplicity and familiarity when you go to get the information and tools needed to do your job. Ask us to remember just one more link and password and our collective heads are going to explode.
RECRUIT MORE EFFICIENTLY
You’re receiving a lot of applications and resumes but the time it takes to process and evaluate the right talent (i.e., time to hire) is taking too long. Volume, job distribution and interest do not always mean a quality candidate pool, especially when lacking the help of intelligent filters and categorization. A recruitment software with an intelligent applicant tracking system loaded with additional recruitment functionality can narrow the relevant list of candidates to manageable levels. It can also help you to reference-check and benchmark the candidates without the use of additional systems or data re-entry.
IMPROVE THE PROCESS OF VETTING JOB CANDIDATES
Candidates who look good on paper and interview well with your company don’t always work out. Looking back, we all wish we had a way to better HR software to vet candidates for the roles we needed to fill. For starters, 360-degree reviews can render a more in-depth and well-rounded view of candidates. Online software with which someone proves themselves to be an engaged candidate is a positive start. The candidate initiates his or her own multidimensional employee referral by easily sharing trusted links to his or her former supervisors, colleagues, and even customers.
DO A BETTER JOB ONBOARDING THEM
New statistics will likely be available to us soon, but 2016 and previous years have told a tale of too many disengaged employees with a correlation to underperformance. In 2017, open your communication channels and listen to your employees, your managers, and your partners and customers. You want the best from all of them, and this includes their ideas and potential innovations. Employee onboarding software starts this engagement, and collaborative interaction can tie nicely into efficient but genuine mentoring programs and learning and development.
CAREFULLY TREAT POLITICAL HANGOVER
Let’s not get into details, but it’s been a challenging political year for most of us as we struggle not to respond to this or that. In the global workplace, it’s no different, and some of this political firestorm is likely to carry over into 2017. HR managers will need to continue to manage toward the balances between free speech and expected conduct and productivity in the workplace.
RECONNECT WITH THE DISENGAGED
Each of us knows when we’re not “feeling it” at a job, and we’re also honest enough to realize the signals we may be giving off are being noticed by others. How can HR managers and caring coworkers pick up on these signals? Whether we’re connecting using a two-dimensional communication system, enterprise software, or talking on the phone or meeting face to face, we can deduce things such as disengagement; when someone is detached. Why don’t we reach out to these individuals and reconnect in 2017? Try to rally the team? The more engaged your people are the more productive and satisfied your workforce will be.
AND HERE ARE YOUR BLEEPING METRICS
All right, enough of this sappy New Year’s drivel. Management doesn’t care about how engagement can lead to adoption and vice versa. They want to know how this engagement is saving money, reducing time, and anything that can be tied to financial performance results.
This year vow to enhance and integrate your talent management information, insight and experience through talent management software systems and human capital management.
This blog was published by Dean Lombardo, Marketing & communications, Lumesse