Employees are the biggest asset of an organization. It depends on its people to scale height, and one must build a decent workplace culture so people can stick with you for long. The HR department plays a vital role in attracting talent and nurturing them to become future leaders.
As an employer, it’s crucial to market yourself strategically to attract the right talent. What does an employee expect from an organization? A collaborative work culture, decent compensation, and consistent opportunities to grow.
Today, HR is smart enough to realize the need to share the best practices to retain talent with others. There are several HR forums (online and offline) where HRs from different organizations collaborate to discuss the relevance of training and development and building a community to help each other grow professionally. Sharing is caring.
You can conduct/attend such seminars to put forth your point on introducing employee engagement programs, creating employee-centric policies, and addressing employees’ grievances of different nature. Timelabs actively participates in such forums and invites HRM networks to promote such events.
Let’s discuss what makes an employee commit to an organization and how HR can attract and nurture talent.
Position Yourself Smartly
Building a trusted brand takes time. It’s crucial to know your value proposition and what you offer to a candidate. The world is a marketplace with hundreds of players in it. How do you differentiate yourself from other industry players? Give your candidates a valid reason why they should join your team. What’s in it for them? Move beyond flashing your mission and vision statement and choose to personalize processes. Attach a purpose to it. Your employees can be your brand ambassadors.
It’s equally relevant to understand why some organizations fail to attract talent. It could be due to a lack of growth opportunities, rigid policies, or unfair compensation. One can always make an effort to revisit their business-centric HR tools and care to invest in employee self-service software. Market yourself differently – it does make a difference.
Build a Robust Talent Acquisition Strategy
Before you initiate a dialogue with a candidate, have your pitch in place. Create a talent acquisition strategy with the leadership team. Ask yourself if this strategy is good enough to attract the right talent. Are there any loopholes? You can consider asking for feedback and suggestions from your employees. Ask what makes them stick to their current job and what better can you do to satisfy an employee’s needs.
Offer Relevant Career Opportunities
It is in addition to the previous point. You can work towards delighting your employees by offering them career-building opportunities. Many organizations provide loans to help employees upgrade their skills. They can enroll themselves in an online course, and the company will pay for it. It is one of the best ways to make an individual feel valued.
When you invest in nurturing an employee, you can expect loyalty from that individual.
Another thing you can do is introduce training programs. Sometimes, employees get stuck in their career paths and find no reason to stay at a current job. They find themselves demotivated and distracted. You can shift their perspective by offering engaging training programs. Industry giants like Google and Microsoft heavily invest in employee-training programs. You can give it a thought too.
Create Employee-centric Policies
Offering learning solutions to employees is one thing, but you need to create employee-centric policies too. It could be promoting equality or fair compensation at the workplace. Offer flexible working hours. Address employee grievances timely. All this helps a great deal.
In today’s age, you can rely on an HRMS to do the work. You can boost employee engagement using it besides minimizing your workload concerning payroll processing. Why do we insist on using an HRMS? Not only can you integrate different HR functions, but you can increase employees’ participation.
Introducing a chat-based system within the software will help employees resolve doubts faster. These small employee-centric activities can win you their trust big time.
Use Technology To Your Advantage
What does not evolve does not survive. It not only applies to technology but organizations too. If you don’t bring needed changes in your organization on time, you may lag and lose both talent and clients. In the previous point, we have talked about using an HRMS to ease your day. If you think it’s time to upgrade your HR payroll software system, take that call.
While we acknowledge human involvement in making HR and marketing tools work better, one must also consider upgrading to new technology when it’s time. Remember how chatbots have helped resolve customers’ doubts from different industries. Similarly, you can look out for relevant technological solutions to improve employee productivity at the workplace.
How Can HRMS Help In Employee Engagement?
Now that we have spoken about the need for efficient HR software at length, it makes sense to discuss how it helps promote employee engagement.
Easy Employee Onboarding:
Only HR knows the hassle of managing employee onboarding. But not anymore! An efficient HRMS aims at reducing repetitive tasks and bringing efficiency into the frame. You can use it to handle a new joiner’s personal and official data. On the other hand, new employees can complete their paperwork without relying on HR guidance. It’s simple and convenient.
Offering Real-time Feedback:
Smart organizations consistently look for ways to improve. What better than using an HRMS to collect feedback and suggestions. You can conduct regular surveys and peer reviews to understand pain points or what works in your favor. This way, you are involving and engaging employees to work towards accomplishing other organizational tasks.
Improved Employee Productivity:
As a self-service HR software system aims at increasing efficiency by eliminating redundant tasks, HR and employees can devote their time to completing assigned tasks at hand. For example, one can send a leave request and get it approved through an HRMS. You don’t have to visit your immediate supervisor and do the paperwork.
Your employees can collaborate using social tools. When you invest your time in creating relevant polls and surveys, there’s a lot to discuss. Employees may come up with great ideas that you can consider to changing processes for the better.
Consider a case where you ask your employees to share feedback regarding setting up a recreational room. Wouldn’t it be an opportunity to engage your employees in a discussion centered around mental and physical health? Seize it and make an impact.
As HR, the onus lies on your shoulder to create leadership teams. Attracting the right talent may be easy but retaining them requires effort. Your employees need to feel valued.
Invest in skill development programs. Introduce employee-centric policies. Listen to your employees and help them understand their contribution. This way, you can become a trusted employer and boast a skilled workforce.