Welcome

Presented by: Niamh Pommerenke

MA, SPHR, SHRM-SCP, MCIPD

May 9, 2017

Review HR systems and practices necessary to have in place today in HR

Provide practitioners with tools enabling them to introduce best systems and practices to their organizations

HR Systems & Practices

Definition: HRIS/HRMS

HRIS vs. HCMS

Multisystem Processes

HRIS Advantages & Disadvantages

Barriers to Success

Choosing a System

Preferred Vendors

Free(mium) HRMS

Definition: HR Best Practices

Baseline HR

Value-Add Practices

Culture

Engagement

Quality Recruitment

Retention

Data Analytics

“Integrated systems used to gather, store and

analyze information regarding an organization's

human resources.”

Definition: HRIS/HRMS

HRIS vs. HCMS

Employee Data

Payroll

Benefits administration

Time & attendance

Expense management

Compensation

Leave Management

Reporting

Recruiting

Applicant-tracking

Onboarding

Leadership Development

Succession Planning

Performance management

Pay-for-Performance

Career Development

Training

Workforce Planning

HR Data Talent Management

Multisystem Processes

Employee data

Internet-based payroll

Electronic Applicant Tracking

Performance Review system

Benefits system

Etc.

Issues: Multisystem Processes

Inefficient use of time

Guarantee mistakes

Frustration

Burnout

Paper usage

Physical storage space

Time away from more strategic goals

HRIS Advantages

Increased efficiency

Organize & simplify

Improved accuracy

Better report quality

Work reallocation

Paperwork minimization

More strategic focus possible

HRIS Disadvantages

Cost

Steep learning curve

Specialized knowledge

Room for error exists

Malfunctions

Insufficient applications

Security

Barriers to Success

Clearly defined needs analysis

Satisfaction with status quo

Senior Management Support

Stakeholder involvement

Lack of communication

Politics/hidden agendas

Choosing a System

Define Requirement

➢Customize

➢ Seamless integration

Analyze Vendors➢ https://www.comparehris.com/

Negotiate Contract

21%

11%

7% 6%4% 4%

0%

5%

10%

15%

20%

25%

Preferred Vendors

Free(mium) HRMS

Free for:

Apptivo.com Up to 3 users

Sleekr.co Up to 5 users

Zoho.com/people Up to 10 users

WebHR.co Up to 10 users

Zenefits.com Unlimited users

Collage.co Unlimited users

Company Name:

“Functional activities and strategic plans

that enable improved services and increased

efficiency.”

Definition: HR Best Practices

Baseline HR

Job posting templates

Application form

Interviews/Questions to avoid

Job Descriptions

Thorough reference checks

New Hire Packets

Offer Letters

Clear performance expectations

Correct/Consistent I-9 Forms

Labor law posters

Employee files

Employee Handbook

Employee documentation

Salary Structure

Safety Procedures

Workers’ Comp Procedures/postings

Value-Add Practices

Build Excellent Culture/Develop Brand

Employee Engagement

Quality Recruitment

Focus on Retention

Data Analytics

System of shared assumptions, values, and

beliefs, which governs how people behave

in organizations.

Definition: Culture

Why Culture Matters

Attracts talent

Drives engagement and retention

Impacts happiness and satisfaction

Affects performance

Define your Culture

Important thing is to start dialogue

Use assessment tools, surveys, observation & examination

May reveal gaps between desired culture and current one

Always a work in progress

Critical not to ignore

Emotional commitment employee has

to organization and its goals.

Definition: Engagement

Engagement vs. Happiness/Satisfaction

Engagement is not:

➢ Employee happiness

➢ Employee satisfaction

Satisfaction typically measured annually

Important to regularly measure engagement

➢Quarterly / monthly

Why Engagement Matters

Engaged Employees lead to

➢ Higher service, quality, and productivity

➢ Higher customer satisfaction

➢ Repeat business & referrals

Employee engagement key to activating high performing workforce

Engage non-engaged Employees

Baseline assessment

of feelings about

organization

Capture thoughts on

one issue weekly

Send weekly emails

and listen

Quality Recruitment - Attraction

Exciting Job Postings!

➢ Who is the company?

➢ What is the role?

➢ Who is the manager?

➢ What are the salary & benefits?

➢ Where is it located?

➢ What are the development opportunities?

Quality Recruiting - Candidate Experience

Online application process

Streamline application process

Keep interviews close together – maximum one week

Make decisions as fast as possible

Stay in touch with candidates even when nothing to report

Quality Recruiting - Employee Referrals

Most significant source-of-hire for employers

Almost two-thirds of employers have formal referral process in place

24% new hires from referrals

Some companies’ rates nearly 40%

Increases quality-of-hire, cultural fit, positive results, and referrals stay longer

Quality Recruiting – Talent Pipelines

Having ready pool of candidates available when position opens up

➢ Reach out to candidates not actively looking via social media

➢ Invite candidates to join your talent community

➢ Stay in contact with candidates you speak with during recruitments

Quality Recruiting - Reference Checks

Spend time at one end of hiring process or the other

➢Best to be before hire!

Thorough reference checks critical

➢Minimum of three

➢ Probing questions

Retention: Why Employees Leave

4%

4%

4%

5%

6%

9%

11%

12%

13%

16%

0% 2% 4% 6% 8% 10% 12% 14% 16% 18%

Supervisor poor employee relations

Supervisor displayed favoritism

Not recognized for my contribution

Unavoidable reasons

Work hours

Supervisor lacked leadership skills

Job duties boring/no challenge

Compensation

Supervisor lacked respect/support

Limited career/promotion opportunities

Reasons for Leaving

Retention: Why Employees Stay

Transparent Work Culture

Quality of Work

Supportive Manager

Empowerment

Flexibility

Retention: Focus on Employee Experience

Employer emphasis traditionally been on keeping customer happy

Recent shift to focusing on employee experience

Employers must work harder to keep employees happy so they won’t leave

Retention: Managing Employee Retention

Three-stage process

➢ Identify cost of turnover

➢Understand why employees leave (exit interviews)

➢ Implement retention strategies

Stimulating Work

Recognition and

Reward

Leadership

Ensure the following:

Data Analytics

Importance of data-

driven HR practices

➢ Use of metrics and in-

depth analysis expected

➢ Help make good decisions

& demonstrate ROI of key

expenditures

➢ No analytics for analytics-

sake

➢ Ask!

Data Analytics - Sample Metrics

Cost Per Hire➢ Internal Recruitment Costs

+ External Recruitment Costs / total number of hires

Turnover

➢ # of Separations / Avg. # of Employees x 100)

Absence

Employee Engagement

Performance

HR Forum: http://region9hsahr.freeforums.org/(Peer-to-peer communication)

Webinar: Employee Retention Strategies July 11, 2017, at 3 pm

Register at http://www.region9hsa.org/learn/

In-Person: Save the Date - Head Start Human Resources InstituteAugust 9, 2017 - San Diego, Hyatt Regency Mission Bay

2017

THANK

YOU