In today’s modern workplace, the employee experience has become a critical aspect of any organisation’s success. As we all know, engaged, happy employees are more productive, less likely to leave and can boost your company’s reputation as a great place to work.
Delivering an outstanding digital employee experience (DEX) in this new world of work involves many factors, including human-centric HR policies, employee empathy and the physical workspace. Technology, however, is the key enabler to delivering a collaborative ecosystem in which employees can succeed and grow.
How your legacy HR system fails to deliver better DEX
Organisations reliant on legacy HR systems that are outdated and difficult to use will struggle to meet the needs of modern employees. The main issue with most legacy systems is that the overall architecture consists of disparate distributed systems, which means employees have to switch between multiple systems to get the information needed. This can be a time-consuming and frustrating process that impacts productivity and employee satisfaction. There is also a higher margin for error when pulling data from different systems and manually consolidating it.
The solution to this problem is to modernise, optimise, and personalise your legacy HR technology.
How to modernise your HR technology
Cutting-edge technologies such as low-code tools, cloud computing, artificial intelligence, and machine learning can be used to upgrade your technology stack, helping to:
- Streamline HR processes
- Move data at scale
- Integrate and connect applications
- Eliminate manual tasks
- Create integration pipelines
- Automate workflows.
When you automate HR tasks such as onboarding, benefits enrollment, and performance reviews, you reduce the administrative burden on your HR staff and allow them to focus on more strategic initiatives. This in turn leads to a better employee experience by providing a smoother, more streamlined HR process.
Personalise to simplify and streamline your HR processes
Personalising your HR technology involves tailoring processes to meet the unique needs and preferences of your employees. This can be achieved by providing employees with personalised HR portals or self-service apps that allow them to access the information and tools they need based on their job roles, locations, and other factors.
As organisations’ tech stacks grow, the digital workplace becomes more complex, leading to a fractured ecosystem of HR tools and a more stressful employee experience. According to Gartner’s HR Priorities for 2023 report, 45% of HR leaders say their employees suffer fatigue from change.
When your HR solution includes 10 or 20 different tools that don’t easily integrate with each other, it can lead to employee detachment and burnout. For example, information entered into ServiceNow or SAP may not automatically update Workday or ADP, resulting in manual work and errors. Not to mention the frustration of logging into different systems and managing multiple profiles and passwords.
Remove complexity with a centralised platform
One way to modernise your HR technology is to implement a central hub that consolidates all your HR applications into one platform. This can act as a single pane of glass, allowing employees to execute all their daily tasks and navigate different HR capabilities from one place.
Establishing a central hub that can support the use of multiple best-in-class tools can help to ensure that your technology stack is flexible and scalable. Meaning you’re not tied down to any one particular vendor while also having the freedom to accommodate new tools and technologies as they emerge. It can also help to improve data quality and consistency, by providing a reliable framework for data management and analysis.
Take the onboarding process as an example. In a modernised HR solution, the onboarding process can be connected to applicant tracking systems (ATS), human capital management (HCM) systems, and learning management systems (LMS). By doing so, you can create a seamless onboarding experience that starts from the moment a candidate applies for a job and continues for their first few months. This can include automated workflows, personalised onboarding portals, and real-time feedback to help new employees feel more connected and engaged with the organisation.
Consolidate your data for enhanced reporting and analytics
Another major benefit of this single pane of glass view is the ability to gain a complete view of employee data for better decision-making. Employee data often gets siloed across various systems in an organisation, which makes it challenging to get a comprehensive understanding of an employee’s performance, engagement, and overall experience.
By integrating HR systems and consolidating data into a single data warehouse, organisations can gain a 360-degree view of their employees. This means that cross-functional reporting and analytics can be done across all elements of HR, from payroll data, employee performance to the cost of hiring. This consolidation of data makes reporting and analytics from your central platform a lot more seamless, strategic and efficient, as all the information is available in one place.
While many organisations may have a distributed and fractured ecosystem of HR tools, there are solutions to modernise and build on the systems you already have in place. By implementing a central HR hub, automating workflows, and personalising HR processes, you can create a smoother HR experience that improves employee satisfaction, productivity, and retention.