HR Tech: HR Cloud On-boarding Platform

The other day, I had the pleasure to speak with the individuals from HR Cloud again. As stated in my previous blog, I found their platform to be particularly interesting. I loved the fact that everything an HR professional would need was located in one, easily-manageable interface. Additionally, I really enjoyed how customizable these features were, which not only saves a lot of time but also helps strengthen the internal employer brand. After initially getting an overview a couple months back, I was happy to connect with HR Cloud so I could get a closer look at each portion of their platform. This time, we focused more on the on-boarding piece.

Here are some interesting features:

  • Landing Page: this page can be the “Welcoming Page” for a new hire. Your organization can provide a username and password for the new hire so they can get some of the on-boarding processes done before their start date. This landing page’s layout and widgets can be customized to include: videos, specific HR forms, tasks with due dates, a welcome message, and so on.
    • Key take-aways:
      •  Reduce time and money by having new hire paperwork on this platform, rather than shipping, printing, faxing, etc.
      • New hire paperwork can include additional paperwork or customized paperwork for specific job role or department. Digital signatures can authenticate paperwork.
      • You can build an employer brand and strengthen the culture by including videos, internal information, welcoming messages, and anything else that can help increase transparency of your organization to the new hire.
  • Administrative Tab: this tab can be utilized by HR professionals and department heads. The tab can be configured for specific needs, help reduce time, and keep everything organized and on track.
    • Key take-aways:
      • HR and department heads can send out messages/forms/tasks either to a collective group of people or to individuals.
      • Checklists and tasks are easily visible to allow HR and department heads to know what needs to be completed.
      • IT will receive an automatic alert to help prepare for new hires. For example: an alert to order laptops/computers/equipment; and to create passwords/usernames.
  • First Day Activities: This feature streamlines new hire paperwork processes and training to help your new hires jump right in.HR can create a task to-do list so new hires can be productive in their on-boarding. This feature will also include an organizational chart so employees know who they will be reporting to and who they’ll be working with. The organizational chart will be complete with avatars so new employees can put a name to a face.
  • Form Creation and Customization: This feature allows the system to upload any forms into their PDF creator. These forms can include the usual 1-9s, W-4s, direct deposit forms, and so on. Also, companies can create forms that are specific to job role, industry, department, or their company. These forms can also be auto-populated with employee details to save time and ensure that information is accurate.
  • Career Planning: Employees can review the expectations and goals of their current position so they can properly position themselves on their career path. This transparency can allow employees to take control of their professional development.

The on-boarding process can be grueling, both from an HR perspective and a new hire perspective. Time can be wasted if: forms aren’t completed properly; you have to wait for shipping and receiving; or you have to wait to give/receive directions on your first day. To do lists and checklists can make it easier for the organization to keep track and make sure everything is squared away, which will potentially limit any headaches down the line. The first day activities and organizational chart can help a new employee feel more comfortable in the transition. The interface makes navigation effortless and it’s very user-friendly, which can cut down time and frustration. Overall, I think this platform is organized, effective, and can make the process stress-free for all individuals involved.

Contact HR Cloud today for a demo.

 

Credit Where Credit is Due: Employee Recognition

Once again, #Tchat blew my mind last Wednesday as we discussed employee recognition.  Were managers giving too little recognition or ignoring employees? Were they giving too much that it seemed insincere? Did the recognition tap into what employees wanted and needed or did it make no difference in their engagement? There were so many questions surrounding this topic and all of the contributors provided some great input, advice, and examples.

Here are some little take-aways:

  • First off, know your employees: recognition is a great thing but it’s even greater when you know your employees will respond in the way you were intending. Each employee is different and, therefore, their needs are different. Make sure your recognition would be appreciated by them. (i.e. if someone is an introvert, don’t put them on the spot in large crowds).
  • Don’t get too crazy: we all love to be recognized for our hard work, but don’t go overboard. If you say thank you or get excited about EVERYTHING that EVERYONE does, it will start to lose its meaning. Make sure you keep it meaningful.
  • Show a little faith: sometimes companies don’t have the financial means to provide a compensation reward, and that’s perfectly fine. But there’s other ways you can reward your employees. For example, allow them to take on another project to build skills and learn. Show them you believe in their abilities to do well and have faith in them. This can go a long way.
  • Don’t shut out bad behavior: recognition doesn’t just mean positive praise. Sometimes you also need to recognize an employee for the bad, too. Don’t ignore them- help them! Ignoring these situations is just doing a disservice to them and your company. I’m sure they’d benefit from your recognition and help.
  • Keep it unique: make an effort to go beyond a generic recognition statement. Take notice of what your employees individually do for your company and show your appreciation for their unique efforts.

These little tips were just a few of the many great take-aways I gathered from the chat. You can find links below to the recap and full chat for more insight. In conclusion, remember that recognition can be a simple thing to increase morale, engagement, and efficiency. Sometimes, these things can be achieved with a simple “Thank you.”

If you enjoy topics like this, be sure to join #Tchat on Twitter, Wednesdays at 7pm EST.

More Links:

Employee Recognition Social Platform (and Photo Source): Work Simple – Contact Jocelyn Aucoin @JocelynAucoin for more details

#TChat Recap by Megan Burkett @MegBurkett

Storify of the Chat

Are You Sparking Engagement in the Workplace?

As always, employee engagement is a hot topic in the business world so #TChat decided to tackle this topic in last Wednesday’s chat. In this chat, the contributors and #TChat ambassadors took the time to really consider what engagement is, what sparks engagement, and what differences it would make for employees and the workplace as a whole.

First, what is engagement? Employee engagement is a management concept that believes if an employee is  fully involved in and passionate about their work/job roles, they will contribute in a way that will be in an organization’s best interest. Employees will work hard to help the organization progress and succeed. This engagement is considered to be measurable in a sense that an employee’s attitude and feelings can influence their willingness to learn, grow, and perform in a way that will benefit the organization. In a manager’s eyes, this is a dream come true. However, the reality of the situation is that many employees aren’t as engaged as management would hope. Why is this and how can we change this?

Some #TChat contributors mentioned the following feelings and thoughts about engagement:

  • Failure is ok: Trust in your employees, allow them to fail, and forgive them for their failures. The important thing is to allow then to try something that might be pushing their comfort zone. And most importantly, help them understand and learn from these failures. This can allow them to succeed in the future.
  • Remember “follow the leader”: Management and leaders need to be engaged, also. Employees look up to managers and leaders for guidance, for a connection, and to understand where they stand in the organization. It’s important for managers and leaders to have certain energy to them, display engagement and passion, and try to fuel engagement in employees by example. After all, to an employee, it’s not a good sign if their manager seems disengaged themselves.
  • Be there for your employees: the fastest way to understand what engages your employees is to recognize that each employee is different and require individual needs. Take the time to see how your employee thinks, feels, and processes different situations/information. From there, ask the employee how you can help them. Too often, management/leaders assume that every employee will respond to one course of action meant to engage them. This is not true. Remember that they are individuals and take the time to help them with their individual needs. It will make a difference.
  • Create a connection: stop with the suggestion boxes and anonymous surveys. It’s impersonal and quite honestly, you will never get the in depth information you need to truly understand how to engage your employees. Open up the ability to connect with your employees by having a real conversation with them. Listen, be open, make them feel comfortable, and be willing to get down to the core of the situation. To understand employees’ needs for engagement, you have to communicate. A piece of paper isn’t going to help you get the best response.

What steps are you taking to engage your employees? Do you realize that every one of them may have a different need? If so, what are you doing to ensure that you are taking the time to understand each of their individual needs? How are you helping them get the support they need to reach their highest level of engagement? Think about it.

If you enjoy topics like this, be sure to check out #TChat on Twitter on Wednesday at 7pm EST.

More Links:

#Tchat Recap by Kathleen Kruse

#Tchat insights on Storify

Talent culture

Photo Source