Today, family businesses are turning their weaknesses to their strengths and are quickly transitioning to professional companies. That’s why, experts believe that the 21st century belongs to family-owned businesses. If you want to follow their footsteps and transform your family business to a professional one, here are four best practices that can help you succeed.
Reshaping HR the Digital Way
How can we digitalize recruitment, L&D and HR in general to empower our employees and at the same time introduce meaningful HR analytics to the organization?
If you’ve asked yourself that question, you are definitely not alone. According to Brandon Hall Group, 44 % of companies worldwide are planning to change their HR systems. New sophisticated and advanced apps and tools are helping corporates create a greater employee experience. Learning & development, recruitment and engagement anytime, anywhere is now a reality in many organisations. What’s even better is the insights the digital tools enables which help HR professionals become more scientific in their dealing with the business. HR can finally move from a process driven to a data driven approach.
The broad range of digital HR tools, especially on mobile, is not only adopted by GenYs. GenXs are also taking part in the digital playing field. A study made by Deloitte found that Americans check their phones approximately 46 times a day. We can safely assume the numbers are about the same regardless whether you are in New York, Copenhagen, Shanghai or Singapore. So distractions in form of emails, FB, Instagram and other apps are significantly lowering employees attention span which means UX and UI for the new HR apps and tools should be prioritized as highly as the content. Otherwise, people will move to the next app before you know it!
It can be a jungle out there deciding what tools and technologies to use. The fact that technology is advancing exponentially is not making it much easier to decide what tools to invest in. Though, one thing is for sure, On-Premise Human Resource Management Systems are passé. Most HR tools have been focusing too much on keeping records and track of employees without adding much value to the overall employee experience. Cloud and especially mobile app-based HR solutions are making waves in today’s organisations and significantly improves the experience both for employees, managers and HR professionals. Read on to discover some of the many HR tools you can make use of.
Cloud based HRIS
Whether you are using Workday, SuccessFactors (SAP) or Peoplesoft (Oracle), these systems have revolutionized the way HR communicate and collaborate with employees.
The cloud based HR solutions cover the entire spectrum of corporates’ HR needs. They are device-agnostic and help organisations seamlessly integrate common global practices and, at the same time, support unique needs. For example, you can set up jobs once and use them worldwide with a unified global job catalog that includes appropriate local attributes. In addition, the tools help you manage employee agreements, including probation periods, collective agreements, and contract data, among other things. If that wasn’t enough, you can also do your performance management, talent review and monthly feedback tracking on your mobile. These systems help organisations initiate and manage transactions—from hire to retire— on any device, anytime and anywhere as long as you are connected to the Internet. It’s all happening on the cloud with the best imaginable security measures in place. If you need to make the comparisons between the different HRIS yourself, I personally find g2crowd very useful.
There are dozens of recruitment tools out there that not only digitize recruitment tasks but that can help digitalize the entire recruitment process. The result is a more efficient recruitment department and much better candidate experience. You can crawl the social media for candidates through Source, interview candidates live or on demand via Sonru and HireVue or conduct a quick personality profiling check by using Crystal by analyzing their profile through LinkedIn or emails. The tools are all out there, ready to help deliver better results; faster and more efficient. Only your budget decides the limits for how far you can go with those tools.
Cost savings, efficiency, less admin and better employee and candidate experience are just some of the arguments to why you should digitalize recruitment. The ROI is obvious!
Finding candidates has never been easier. LinkedIn, Hired, Source and the likes now makes it possible for you to find candidates from all over the world. But remember everyone else have access to the same tools which means the competition to attract the best talents has never been fiercer.
HireVue and Sonru are two relatively new players that challenge the tried-and-tested methods used to judge candidates. Candidates introduce and answer a number of questions themselves through videos online. They provide managers the ability to watch structured videos instead of premature in-person interviews, and get a glimpse of the candidate. What’s more? Candidates can demonstrate their abilities via digital challenges. These are scored and ranked by algorithms. You can further capture videos of top performers in action so new hires can learn from them.
If you find traditional profiling tools too tiresome, there are alternatives. Online reference checking done through tools like SkillSurvey or Crystal can be just as good. Crystal gives a surprisingly precise profiling of the candidates alone by analyzing the candidates text on e.g. LinkedIn or emails they’ve sent you.
But remember, the candidates are also reading about their possible employers through e.g Glassdoor. So make sure you work on your employer branding and online presence. Different countries have different tools. Some of the local tools might be more popular than the globally known ones. The candidates are as interested in getting insights about your organization as you are interested in knowing about them.
Going digital means you’ll have lots of data. Yes, Big Data and analytics is something HR professionals must become very familiar with. HR professionals must understand numbers, statistics and make use of them to improve the business. Not just reporting status quo, but conduct predictive analytics. These tools and data help HR and hiring managers select the best candidates by analyzing audio, technical tests, video, and language data instead of relying on gut feelings. This makes the recruitment process more scientific, hence more accurate.
Learning Tools - Learn Anytime, Anywhere
New apps and micro learning tools are bringing employee development to a new level. Gone are the days when training used to be endless lectures in a classroom-like environment. These solutions are making learning exciting, intuitive and engaging for employees, thereby keeping them motivated. All content based classroom trainings should be online so employees only need to go for context based classroom trainings. Many organisations today puts their content based training material online as pre-read and use classroom trainings for contextualized content – to practice the theory they went through in the pre-read.
SmartUp, Lynda and many other tools are out there making use of micro or bite size learning. They either have their own mobile apps or are mobile optimized on the web. If you are interested in creating content only for a closed group, SmartUp let you do that as well. Your employees can start their own communities and create as many knowledge-sharing sub communities as they want. This enables teams, irrespective of size, to share and gain content relevant to them.
Lynda.com, Coursera, Khan Academy, HarvardManageMentor and the like opens up a world of learning that’s unimaginable. There are courses on digital marketing, web development, and graphic design to topics as diverse as songwriting, e-book publishing and digital painting.
Udacity is another great tool, especially recommendable for technical people. Udacity, an online learning platform, works directly with the world’s top technology giants such as Google, Microsoft, Facebook and many more to develop content. Udacity offers Nanodegree programmes designed together with businesses for people to acquire new skills needed in the digital world. Your employees will acquire real skills online with the opportunity to have an assigned mentor to guide them through the programmes.
Acquiring new skills have never been this easy!
In-house build content for onboarding or any other kind of training can be done easily with SmartUp, Eliademy, Coursio and many other tools. It has never been easier to build an online course. No real expertise is needed.
If you want to know about the latest digital trends around the world or acquire new skills it’s all there. Some of the tools are for free while others have a free trial period that can help you decide which one to use.
So what are you waiting for?
What’s Next? There is clearly enough tools to choose among in the market that can digitalize HR. One thing’s for certain, these tools are clearly changing the way we work and engage with employees. Let’s face it – the Internet and technology is creating an enormous shift in the way we live and how businesses operate. If you do not evolve and stay relevant in today’s fast-paced digital world, you will be left behind.
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Where was Senheng’s first retail outlet? How have you grown since then? Senheng Pandan Jaya was our first Senheng store that was established back in 1989. Today, we have more than 100 stores nationwide.
Can you provide us a brief introduction to Bata? Bata was founded in Zlín, Czech Republic in 1894 and brought into the Malaysian market in 1935.