Developing Great Managers: Strategies for HR Leaders

Understanding an organization’s objectives and aligning them with talent development is crucial for effective HR leadership. A Gartner survey in March 2022 revealed that 90% of HR leaders recognize the importance of prioritizing the human aspects of leadership for success in today’s workplace. Key HR functions, including managing employees and attracting top talent, are instrumental in cultivating a motivated and skilled workforce. 

Crafting effective strategies requires HR managers to adopt a forward-looking perspective, establishing a robust framework around sound HR procedures to inspire optimal performance from employees and position the company for sustained success. As the bridge between management and the workforce, HR leaders play a pivotal role in shaping and sustaining organizational culture. Organizations that prioritize the development of effective HR leadership strategies are poised to thrive in today’s people-centric landscape, a theme explored in detail in this blog.

What is a Human Resources Strategy?

A human resources strategy is like a roadmap that aligns a company’s needs with investments in human capital. It not only shapes the character and direction of HR management operations but also supports the achievement of organizational goals. This strategy acts as a guiding force for key HR functions such as hiring, performance reviews, talent management, development, and compensation.

By outlining how HR-related activities and the workforce can evolve, the HR strategy plays a crucial role in attaining overarching business objectives. Once put into action, it becomes the cornerstone for all HR department planning and performance evaluations. In simpler terms, think of a well-crafted HR strategy as a user-friendly guide, ensuring that human resources contribute strategically and effectively to the overall success of the organization.

Successful HR Leadership Strategies

The following HR leadership strategies outline the role of HR in the strategic development of a business:

  • Embracing DEI in the Workplace

In the modern workforce, candidates highly prioritize working in an environment that appreciates and values them. Additionally, diverse perspectives and ideas from workers of all backgrounds contribute to greater innovation and creativity. A welcoming and inclusive workplace is crucial for retaining top talent. 

To establish a healthy and productive work atmosphere, organizations should embrace diversity, equity, and inclusion. This includes providing opportunities for personal growth and advancement, treating employees with respect, and showing appreciation. Employee retention and motivation increase when these aspects are present.

  • Using a SWOT Analysis

HR should incorporate a SWOT analysis into the strategic management process, which involves crafting and executing policies and objectives, to gain a competitive edge. Through a thorough examination of strengths, weaknesses, opportunities, and threats, HR leaders can devise strategies to address vulnerabilities and overcome obstacles. 

Additionally, a deep understanding of overarching strategic initiatives is essential for developing and implementing effective employee plans, analyzing existing and future workforce competencies to identify gaps, and consistently evaluating and monitoring progress.

  • Problem-Solving Competencies

In challenging situations, a skilled HR leader demonstrates keen observation, assesses the broader context, and carefully evaluates potential outcomes. Rather than making hasty assumptions or assuming the worst, they prioritize investigative approaches, gathering data to uncover the root causes of issues.

Critical thinking is a pivotal skill for HR leaders, as it enables them to discern trends and anticipate potential risks. They adeptly navigate available resources, strategically deploying them with speed and logic. Moreover, they factor in political, organizational, and stakeholder considerations when formulating preventive strategies and remedies.

  • Promoting Empathetic Listening

When engaging with employees, HR leaders should adopt a human-centered perspective, emphasizing compassion and effective communication, especially during challenging situations. The ability to cultivate empathy is a crucial skill for HR professionals to connect with and support staff members, even in difficult circumstances.

While CEOs may excel at managing high-performing employees, dealing with challenging or underperforming team members requires a distinct skill set. Therefore, HR’s demonstration of empathy becomes essential, benefiting all parties involved.

  • Forward Thinking

A visionary human resources leader consistently strategizes for the future, aiming to transform the workplace and stay ahead of emerging trends. They establish inclusive environments, advocate for the advantages of workplace diversity, and leverage contemporary technology for efficient business operations.

Through proactive initiatives, the company distinguishes itself from competitors, attracting top talent. HR professionals recognize that innovation involves doing things differently to set the organization apart in a competitive landscape.

  • Ensuring Pay Transparency

Employees who benefit from transparent leadership and have a clear understanding of their roles within the organization tend to develop a sense of loyalty and increased motivation in their work. Cultivating a transparent culture is key to promoting this connection.

In effective HR leadership strategies, a strong emphasis is placed on openness and honesty regarding pay levels across different employee classifications. Strengthening the employee-employer relationship, transparency ensures that employees are aware of equitable pay within the same classification, free from favoritism or bias.

Also Read: 8 Most Engaging Performance Review Examples In 2024

Why are HR Leadership Strategies Important?

Understanding the significance of HR leadership strategies is crucial to navigating the complex landscape of human resources. These strategies play a pivotal role in shaping organizational culture, fostering employee engagement, and ensuring a transparent and equitable workplace. Let’s delve into why HR leadership strategies are of paramount importance in today’s dynamic business environment.

  • Lower Hiring Costs

The top priority for HR leaders in 2024, according to 46% of them, is recruiting. Making efficient HR strategies for recruiting may streamline and speed up the process. This could reduce the work necessary to hire new employees, reducing related finding, shortlisting, interviewing, and onboarding costs.

  • High Retention Rate

30% of new hires across sectors quit their jobs within 90 days. 43% of respondents claim that the job doesn’t meet their expectations, while 32% feel that the corporate culture isn’t suitable for them. Thus, strategic human resource planning emphasizes ongoing employee engagement instead of only recruiting and onboarding new employees.

Similarly, proactive HR professionals do their best to guarantee that employees receive appealing perks and benefits and a good corporate culture. All these factors result in higher employee retention.

  • Enhanced Engagement & Productivity

Effective HR leadership techniques support employees’ productivity and engagement. A company can gain a competitive edge by aligning its workforce with organizational objectives through effective HR practices. A strategic HR department ensures employees are well-equipped, fostering prompt action and support. Furthermore, an HRM strategy simplifies the attainment of employee engagement by enhancing job satisfaction, providing motivational factors such as career development and continuous recognition, and delineating clear goals.

  • Effective Communication

Clear communication of organizational objectives is essential for effective collaboration and employee motivation. Without a strategic human resources approach, employees tasked with achieving diverse goals may face challenges in understanding and working toward them. This lack of clarity can result in feelings of failure and demotivation. Therefore, an HR strategy should prioritize prompt and transparent communication of objectives, updates, policies, and feedback to ensure alignment and motivation among employees.

Also Read: How to Recognize a Broken Culture and What to Do About It

Summing Up

Effective HR leadership strategies are paramount for cultivating exceptional managers and fostering a thriving workplace culture. The insights provided, from prioritizing diversity and problem-solving competencies to promoting empathetic listening and ensuring pay transparency, showcase the multifaceted approach required in the dynamic realm of human resources. As organizations navigate the complexities of aligning talent development with overarching objectives, HR leaders emerge as crucial architects of organizational success. 

Frequently Asked Questions

Q1. What is the top concern for HR leaders in today’s workplace environment?

Recruiting and retaining top talent, fostering employee engagement, and navigating the challenges of a dynamic work landscape rank among the top concerns for HR leaders. Striking a balance between adapting to emerging trends and maintaining a positive organizational culture is a key focus, alongside addressing diversity, equity, and inclusion issues to create inclusive workplaces.

Q2. What are some HR strategy examples?

HR tactics and strategies might consist of the following:

  • Competitive pay rates
  • Comprehensive benefit packages
  • The welfare of the workforce
  • Opportunities for promotion
  • Effective communication
  • Growth possibilities, like further education or skill development
  • Socially conscious recruiting and retention practices
  • Pay transparency

Q3. What things must be considered while developing HR strategies?

When developing HR strategies, it’s crucial to align them with the organization’s overall goals and objectives, ensuring a coherent and integrated approach. Additionally, consideration should be given to emerging trends, workforce dynamics, and the ever-evolving landscape of talent management to foster adaptability and long-term success.


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How AI is Revolutionizing the Hiring Process in Organizations

In today’s ever-changing work landscape, the infusion of artificial intelligence (AI) stands as a transformative force, reshaping the fundamental fabric of organizational operations. Nowhere is this transformation more evident than in the field of recruitment, where AI has emerged as a revolutionary catalyst, redefining traditional approaches to talent discovery, assessment, and hiring. 

This blog embarks on a journey to unravel the profound impact of AI on the hiring process, shedding light on how organizations leverage this technology to streamline operations, enhance efficiency, and unearth untapped potential in the talent pool. Join us as we navigate the intriguing crossroads of AI and recruitment, unveiling a new realm of possibilities for both employers and job seekers alike.

Also read: 5 Ways You Can Use AI in Sales

The Role of AI in the Hiring Process

  • AI in recruitment processPreparing Job Description

Crafting job descriptions often proves to be a challenging and time-consuming task for recruiters as they navigate the intricacies of accurately expressing a role’s requirements. Fortunately, the landscape is evolving with the advent of AI-powered job description generators designed to streamline this process.

These innovative tools employ sophisticated natural language processing (NLP) algorithms to sift through job listings, identifying recurring terms and phrases. Armed with this information, these AI generators seamlessly construct job descriptions that encapsulate the essential phrases and keywords needed for a comprehensive portrayal of the role.

Taking it a step further, certain AI-powered job description generators leverage machine learning techniques to analyze data sourced from candidate resumes and historical job advertisements. This advanced approach ensures that the generated job descriptions aptly reflect the nuanced requirements of a position, precisely pinpointing the most crucial skills and credentials needed for optimal performance. 

Also read: Job Leveling Framework – What is It and How to Develop It in Your Organization
  • Sourcing 

The cumbersome recruitment process of looking for candidates and hiring headhunters drains a ton of energy and resources.

In addition to saving recruiters time and money, AI can automate the process of looking for applicants across numerous job boards, social media sites, and professional networks. AI-powered algorithms help compare candidate profiles from numerous sources with job descriptions and requirements to find prospective matches.

By generating thorough applicant profiles and aggregating information from many sources, AI streamlines the hiring process and gives recruiters a complete picture of possible candidates.

  • Resume Screening 

Companies receive numerous job applications today, primarily attributed to the popularity of online job boards and recruiting sites. Consequently, recruiters find themselves tasked with reviewing thousands of resumes to identify the most suitable candidates. The repetitive nature of resume screening can lead to fatigue among hiring managers, potentially compromising the standard of assessments and increasing the risk of qualified candidates going unnoticed.

AI expedites the resume screening process by swiftly analyzing and categorizing a large volume of resumes. To ensure fair and objective evaluations, it identifies keywords, talents, and experiences that align with job requirements. By mitigating unconscious bias, this technology not only enhances efficiency but also allows recruiters to focus their attention on the most promising applicants.

  • Background Investigation

A background check is a process that every company must fulfill to ensure the credibility of the screened candidate. However, manually conducting a thorough background check is time-consuming and requires a lot of effort, which can be better allocated to other HR processes.

AI can dramatically improve background checks in the employment process by automating and streamlining many procedures. AI can quickly search massive amounts of web information, including social media profiles, news articles, and public records. It guarantees that all candidates’ background checks are conducted uniformly, reducing the chance of bias or discrimination.

  • Internal Recruiting

By utilizing AI in internal hiring, businesses may more efficiently tap into their talent pool, foster employee development, and establish a culture of learning and development. AI can examine their talents, experiences, and performance data to match existing employees with appropriate internal job openings.

By analyzing past data, AI can also forecast which employees will likely succeed in certain duties. This aids the talent acquisition team in making better internal placement decisions. Thus, by promoting internal hiring, AI can assist organizations in retaining top talent.

  • Interacting with Candidates

Recruiters juggle many tasks, leaving them with limited time for interacting with applicants.

An individualized and engaging candidate experience can be promoted using AI to analyze candidate data and interactions to produce personalized messages, emails, and notifications. AI-powered chatbots answer candidate questions immediately and provide details about the business and available positions. These chatbots also guide applicants through the application process 24/7.

Furthermore, AI can design engaging interactive experiences, offering glimpses into the corporate culture and captivating potential candidates through elements like gamified challenges or virtual office tours.

  • Interviewing

AI-powered technologies can manage interview schedules based on the availability of both candidates and interviewers. As a result, less time is spent in back-and-forth communication, and scheduling is made more effective.

Additionally, it offers information and analysis on the efficacy of various interview questions and procedures. Using this feedback loop, recruiters can gradually improve their interviewing techniques.

  • Onboarding

AI tools help streamline the onboarding process for new hires. They help automate the completion of administrative tasks, such as contract creation, tax filings, and other important paperwork. This minimizes manual data entry and expedites the filing procedure.

Additionally, it automates repetitive recruiting procedures, including creating email accounts and authorizing access to programs and systems.  AI recruiting tools can help examine a new hire’s qualifications, experience, and job responsibilities to develop a customized onboarding strategy. This program may comprise assignments, materials, and training programs that are appropriate for the individual.

Integrating AI with Your Organization’s Recruitment Practices

The advantages of AI in recruitment are evident, establishing it as a predominant force across industries. Nevertheless, organizations should take into account the following points when implementing AI hiring solutions to ensure a seamless process:

  • Keeping Data Updated

AI tools may unintentionally pick up on past data biases. For instance, the AI platform might lack the knowledge to make objective conclusions about minority groups historically underrepresented in the data. This would further exclude them. Therefore, it is crucial to utilize updated AI systems that are equipped with the latest information.

  • Balancing AI with Human Touch

The human touch necessary for successful recruitment can be lost if the hiring process relies too much on AI. While AI provides effective data-driven insights, it cannot comprehend the subtleties of human connection. Candidates might lose the opportunity to engage personally with human recruiters.

Candidates might feel disconnected or lack trust in the process. This could lead to inaccurate evaluations of candidates and make it challenging to assess if someone aligns with the company culture.

The human element of hiring involves asking insightful questions, discerning non-verbal signs, and customizing the dialogue to each individual’s unique history and experiences. Therefore, organizations must strike a balance between AI automation and human intuition to ensure candidates feel valued and understood throughout the hiring process.

Humans provide critical insights, empathy, and context that AI lacks, while AI delivers efficiency. Hence, decisions made due to the two’s teamwork may be more well-informed and comprehensive.

  • Planning and Training

AI integration into current hiring procedures can be challenging and requires modifications. Organizations may encounter difficulties in modifying their systems and educating workers on how to use AI tools efficiently. Thus, comprehensive planning should go into the transition.

  • Goal Alignment and Decision-Making

Your organization’s values and goals should align with the AI implementation. Start by focusing on areas where AI can have the biggest impact, then progressively expand its use as your teams gain confidence and competence.

Choose AI technologies with decision-making processes that are transparent and understandable. This guarantees that both hiring teams and candidates can understand and verify the decisions made by AI.

Summing Up

AI is reshaping recruitment by enhancing efficiency and accuracy. It aids in crafting job descriptions, sourcing candidates, and screening resumes. Through skill matching, it refines background checks and promotes internal hiring. The use of AI-powered chatbots facilitates personalized interactions, thereby improving the overall candidate experience. However, it is crucial to minimize AI biases and preserve human interaction. Successful AI integration demands careful planning, training, and the seamless collaboration of human expertise with AI capabilities.

Explore Engagedly and unlock the power of continuous performance management, employee engagement, and growth-driven HR solutions. Request a demo today and have your queries answered by top talent management experts.

Frequently Asked Questions

  • How do you choose the right AI software to help in the recruitment process?

To choose the right AI software for the recruitment process, consider your specific needs, evaluate the software’s ability to analyze and process data, ensure it aligns with your company’s values and goals, assess its user-friendliness, and explore the vendor’s reputation and support services. Additionally, conduct trials or demonstrations to gauge the software’s effectiveness in streamlining recruitment tasks.

  • What drawbacks can AI hiring have?

AI in recruitment can introduce biases, leading to the underrepresentation of certain groups. Balancing AI and human methods is crucial for successful recruitment, as AI cannot understand the subtleties of human connection.

  • How many companies use AI in the hiring process?

Approximately 65% of companies currently incorporate AI in their hiring processes, reflecting a growing trend in the adoption of this cutting-edge method. Furthermore, 67% of recruiters believe that AI has contributed to enhancing the overall efficiency of the hiring process.


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Employer Branding Guide: What Is It and Why Does It Matter?

Jeff Bezos once said, “Your brand is what people talk about when you are not in the room,” and this holds true in today’s world. Controlling the narrative of what people say behind your back may seem challenging, but there’s a way to influence it: through employer branding.

While many brands prioritize being consumer-centric, equal attention should be given to employer branding. In a job market where candidates carefully assess companies, employer branding plays a crucial role. Job seekers, in today’s environment, are discerning about where they apply and who they work for.

Prospective employers are now scrutinized like online restaurant reviews by potential employees. This reality compels companies to actively shape their image to attract the best talent. After all, who wouldn’t want to work for a company with well-defined values, attractive benefits, a positive workplace culture, and more?

Explore the importance of employer branding and discover a guide to crafting a robust employer brand plan below.

What is Employer Branding?

Employer branding is a cornerstone of HR marketing, encompassing how employees perceive their workplace, the overall work environment, and the company’s culture. In today’s global business landscape, a robust employer brand is becoming indispensable for attracting and retaining top-tier talent. This intricate process involves various elements, such as employee experience and engagement.

At its core, employer branding comprises a set of impactful strategies aimed at showcasing your organization as an exceptional place to work. These strategies leverage positive word-of-mouth and stellar reviews to narrate your organization’s story. A compelling employer brand not only attracts top candidates but also elevates your standing and reputation as a desirable employer.

Importance of Employer Branding

employer branding in the workplaceIn a recent survey, 59% of employers highlighted employer branding as a crucial element in HR strategy for job postings. How potential employees perceive your organization plays a pivotal role; it can either attract top-tier talent or result in only a handful of applicants for the job.

Positive employer branding holds the power to shape employees’ and candidates’ perceptions of your company, propelling you closer to becoming a sought-after employer in your industry. Let’s delve into the key reasons why employer branding is indispensable for your organization:

  • Builds Brand Identity

Establishing and sustaining a digital presence is no longer a luxury but a necessity in today’s tech-savvy world. A robust employer branding strategy is instrumental in raising brand awareness, contributing to the formation of an ideal workforce. It enables you to showcase your company culture, offering candidates a glimpse of the positive work experience they can anticipate.

  • Facilitates Cost-Effective Talent Acquisition

A recent survey from Harvard Business Review reported that 95% of job seekers say that the reputation of employers impacts their decision whether to continue with the application process. Having a strong employer brand improves the essential hiring metrics of an organization – cost-per-hire, quality of hire, and time to hire. It ensures you can successfully attract and retain active and passive candidates with reduced time and a decreased cost per acquisition.

  • Improves Employee Productivity

How often have you encountered this common progression? A new employee joins your team with excitement, motivation, and a sense of innovation. However, the enthusiasm plummets over time as they begin to feel disengaged in their work.

Employees working at an organization with excellent employer branding are said to be more productive than those with poorly designed employer brands. When you can engage your employees, they show up regularly, stay loyal, and be more productive for a prolonged period of time.

  • Increases Internal Referrals

Candidates often prefer applying to organizations through employee referrals, as they value firsthand, credible insights into the workplace. An employee referral network, especially through close family or friends, often offers a more authentic perspective on an organization’s work environment compared to paid online reviews.

Investing in employer branding can foster a positive experience for your employees, encouraging them to share their satisfaction with others. This, in turn, enhances the effectiveness of your word-of-mouth strategy and can help reduce the costs associated with finding new talent.

  • Increases Retention Rates

Companies with strong reputations and value in the market are also better at retaining most talents for a long time. Reports have shown that 92% of people will consider switching jobs if they are offered a job in a company with a great corporate reputation. Conversely, having a strong employer brand will reduce such turnover by a whopping 28%.

  • Helps You Gain a Competitive Edge

Creating a robust employer brand is a highly effective strategy for distinguishing your organization in a competitive market. By enhancing the perception of potential employees about your company, you simultaneously foster a more collaborative, efficient, and inclusive internal environment. Studies indicate that highly inclusive companies tend to generate 1.4 times more reviews.

Beginner’s Guide to Employer Branding

Countless employer branding strategies are available for business leaders. However, for employer branding to be effective, employees should play a vital role in the mission. A thoughtful and robust employer brand plan will help you positively influence the perception of your business. 

Here’s a simplified employer branding guide, breaking down actionable steps to recruit and retain top talent.

  • Audit Your Brand

If you’re not actively managing your employer brand, you might be unaware of how outsiders perceive your organization. Conducting an employer brand audit is crucial to gaining insights into your position in the recruitment landscape. For example, explore popular job sites like Glassdoor to analyze reviews and ratings for your organization. Use this information to devise a plan for managing and enhancing your employer branding.

  • Define Your Employer’s Value Proposition (EVP)

An EVP (employer value proposition) refers to the benefits and rewards employees receive for their efforts and commitment to the workplace. It serves as the foundation of your employee branding strategy and answers the fundamental question for potential hires – Why should I work for your company?

Your EVP may include factors like perks, benefits, compensation, career opportunities, and company culture. Importantly, it should be truthful and ensure that you can fulfill the promises made.

  • Ask and Act on Feedback from Employees

Employee feedback acts as a potent advocate for your organization’s brand. Therefore, actively encourage your employees to share their feedback on relevant platforms. This not only aids job applicants in understanding your company’s values and benefits but also provides valuable insights for customers. Additionally, promptly address any negative feedback to resolve grievances and demonstrate your commitment to improvement.

  • Create an Excellent Candidate Experience

The candidate experience, extending from job postings to job offers, holds substantial influence over employer branding. As mentioned earlier, prospective employees frequently share their hiring journey through both positive and negative online reviews.

A recent study uncovered that 37% of candidates have indicated leaving negative reviews online, especially following a stressful hiring process. Consequently, it becomes imperative to allocate the right resources and time to streamline the hiring process, ensuring an efficient and positive experience that contributes to effective management and the enhancement of your employment brand.

Summing Up

Employer branding is no longer just a trendy HR buzzword; it’s a necessity for every organization. In today’s labor market, where candidates hold the power, having a robust employer brand is not only cost-effective and aids in attracting top talent but also fosters talent retention. Engaged and enthusiastic employees, cultivated through a strong employer brand, are likely to stay longer with your organization, contributing to positive word-of-mouth about working at your company.

At Engagedly, our mission is to streamline HR platforms for organizations, empowering them to design, build, and optimize their employee experience. From crafting branded career sites to developing evaluation templates, we assist you in enhancing candidate experiences and fortifying your workforce!

Frequently Asked Questions

Q1. What are the benefits of employer branding?

Organizations with strong employer brands have more enthusiastic and engaged employees. Such a talented workforce will serve the customers better, making a potential difference in customer satisfaction. This way, employer branding will improve your company’s perception among the general public and active job seekers.

Q2.What are the factors that influence employer branding?

Employer branding is about defining the exact essence of an organization, its unique identity, and what it stands for. The right employer branding will attract good business and a great workforce. It is shared by four major factors –  company culture, employee experience, candidate opinion, and the corporate brand.

Q3.Why does employer branding fail?

One of the primary reasons behind the failure of employer branding is the lack of clarity on the proposition of the EVP. The employer value proposition is designed as the set of unique benefits and career opportunities the organization provides to its employees. Attracting and keeping the best talent can be challenging when you don’t have a clear EVP proposition.


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Top Healthcare HR Challenges and How to Overcome Them

Knowing how to manage your employees effectively is essential for quality patient care as a healthcare provider. However, employers today are often challenged with inefficient processes, tight budgets, and complex regulations when it comes to human resources (HR) in healthcare.

The U.S. Bureau of Labor Statistics states that healthcare jobs will grow by 13% from 2018 to 2028. 

The HR challenges that healthcare employers face can be significant. For example, recruiting top talent, managing and retaining them, responding quickly to changing customer demand, and complying with an ever-growing set of regulations. These issues can lead to severe problems if not addressed immediately.

This article will discuss the top HR challenges faced by healthcare employers today and how they can overcome them. We will look at how technology-enabled HR solutions like employee engagement platforms and predictive analytics tools can help streamline operations and help them make informed strategic decisions about their HR strategies.

Here are the 6 top healthcare HR challenges and their relevant solutions:

1. Shortage of Talent & Trickiest Recruitment

Talent shortage in healthcareThe shortage of talent in the healthcare industry is a growing concern. As healthcare costs continue to rise, it has become increasingly difficult for public and private hospitals to hire and retain good practitioners. It has led to an increased demand for human resources strategies to help balance labor supply with practitioners’ ability to practice efficiently.

As per the Employment Projections 2021-2031 by the Bureau of Labor Statistics, the Registered Nursing (RN) workforce is poised to witness a 6% expansion in the upcoming decade. This growth is set to elevate the RN workforce from 3.1 million in 2021 to 3.3 million by 2031, resulting in an additional 195,400 nurses. Furthermore, the Bureau’s projections indicate a yearly demand for 203,200 RNs through 2031, accounting for retirements and workforce departures. Consequently, hospitals are urged to proactively implement strategies to ensure an ample supply of qualified staff in anticipation of this upcoming demand surge.

It could include offering competitive salaries, providing training opportunities, and creating attractive benefits packages for potential employees. By doing so, hospitals can ensure they can attract and retain quality personnel while keeping costs down.

Also read: Benefits of Implementing an Employee Career Development Program

2. Managing Employee and Patient Dissatisfaction

The healthcare industry faces several HR challenges in the coming years, particularly regarding managing employee and patient satisfaction. According to recent studies, 39% of people have avoided a doctor due to bad experiences with healthcare administrators or practitioners. It highlights the importance of ensuring patients receive hassle-free services, from booking appointments to carrying out tests and paying medical bills.

Healthcare organizations must focus on resolving scheduling and management issues to improve patient satisfaction. For instance, they should ensure that patients do not have to wait for long periods despite having already scheduled an appointment. Additionally, they should strive to respond promptly to any patient queries or complaints. Healthcare organizations can create a more positive experience for their patients and employees by addressing these issues.

High Performance Culture

3. Adapting to New Technologies

The healthcare industry is rapidly evolving, and it comes with the need for new technology to manage the ever-growing amount of data. With the introduction of AI-integrated software applications, healthcare providers can store and manage patient records, clinical notes, and administrative data more efficiently. 

This enhanced database is highly beneficial to patients and record keepers.It allows easier access to information and helps tackle many HR challenges of the healthcare industry.

Technology has made it easier for patients to schedule appointments and keep track of their visits and treatment histories. By having all this information readily available and accessible, patients can easily keep track of their medical records without having to worry about paperwork or manual filing systems. Furthermore, this technology also makes it easier for healthcare providers to quickly access patient information when needed, allowing them to provide better care promptly.

Also read: What “Gamification KPIs” Should You Be Tracking

4. Battling Employee Burnout

employee burnout in healthcareEmployee burnout is a significant issue in the healthcare industry. Healthcare professionals are constantly exposed to high levels of stress due to the nature of their jobs. This stress can be beneficial in small doses, as it can help motivate and energize employees, but when it becomes too much, it can lead to burnout. Feelings of exhaustion, apathy, and a lack of motivation characterize burnout. It can have severe consequences for both the employee and the organization they work for.

Organizations must take steps to prevent employee burnout before it occurs. It includes providing adequate resources and support for employees, such as flexible working hours, access to mental health services, and regular breaks throughout the day. Additionally, organizations should ensure that employees are adequately rested and given tasks beyond their capabilities. 

Finally, employers should create an environment where employees feel valued and appreciated for their hard work and dedication. By taking these steps, organizations can help reduce employee burnout and ensure that their workforce remains healthy and productive.

5. Providing Adequate Training and Development

Providing adequate training and development is essential to any successful healthcare system. It ensures that employees have the necessary skills and knowledge to carry out their roles effectively while providing them with opportunities to advance their careers. It is essential in the healthcare industry, where nurses may want to become nurse practitioners, doctors, or managers.

HR experts in healthcare must collaborate with practitioners to ensure employees have access to the proper training and development opportunities. Investing in a learning and development management system can reduce costs associated with hiring and training new employees/replacements and improve employee engagement and job happiness. It can ultimately lead to more excellent capability within the workforce and better retention rates for employers.

Also read: Next Generation Women Leaders in the World – 2024

6. Soaring Turnover Rates

The rise in turnover rates and fall in retention are significant challenges for the healthcare industry. With the growing shortage of healthcare employees, organizations need help to retain their existing employees and attract new ones. It has led to an increase in employee turnover, resulting in a decrease in productivity and efficiency.

HR departments must take proactive steps to address this issue. They need to create an environment conducive to employee satisfaction and engagement. It can be done by introducing policies that ensure fair treatment of all employees, providing competitive salaries and benefits, offering flexible working hours, and encouraging open communication between managers and employees.

Additionally, HR teams should develop effective training programs to help employees upskill and reskill and contribute to the organization’s growth. In doing so, organizations can reduce employee turnover while increasing retention.

Conclusion

Healthcare HR departments face many challenges, from managing a diverse workforce to staying updated with changing regulations and compliance requirements. To overcome these challenges, organizations should focus on creating an inclusive and equitable environment that respects the unique needs of each employee, introducing policies that ensure fair treatment of all employees, providing competitive salaries and benefits, offering flexible working hours, investing, and implementing effective training programs. By taking these steps, healthcare organizations can ensure that their HR departments are well-equipped to handle any challenge they may face.

Talent ManagementFrequently Asked Questions 

Q1. What are the top healthcare HR challenges? 

The top healthcare HR challenges include recruiting and retaining qualified employees, managing a diverse workforce, staying up-to-date with changing regulations and compliance requirements, managing employee benefits and compensation packages, addressing employee burnout, and implementing effective training programs.

Q2. How can HR recruit and retain qualified employees? 

Recruiting and retaining qualified employees is a significant challenge for healthcare organizations. To address this issue, HR departments should focus on creating an attractive and competitive compensation package, offering flexible working hours, and providing employees with opportunities for career development. Additionally, organizations should invest in a learning and development management system to reduce costs associated with hiring and training new employees/replacements.

Q3. How can HR manage a diverse workforce? 

Managing a diverse workforce is essential for healthcare organizations. To do this, HR departments should focus on creating an inclusive and diverse environment that respects the unique needs of each employee. It can be done by introducing policies that ensure fair treatment of all employees, providing training and development opportunities, and encouraging open communication between managers and employees.

Q4. How can HR stay up to date with changing regulations and compliance requirements? 

Staying up-to-date with changing regulations and compliance requirements is a significant challenge for healthcare organizations. To address this issue, HR departments should regularly monitor industry changes and update their policies accordingly. Organizations should invest in training programs to help employees understand the latest regulations and compliance requirements.

Q5. How can HR manage employee benefits and compensation packages? 

Managing employee benefits and compensation packages is a significant challenge for healthcare organizations. To address this issue, HR departments should create an attractive and competitive package that meets the organization’s and its employees’ needs. It can be done by introducing policies that ensure fair treatment of all employees, providing competitive salaries and benefits, offering flexible working hours, and providing employees with opportunities for career development.

Q6. How can HR address employee burnout? 

Employee burnout is a significant challenge for healthcare organizations. To address this issue, HR departments should create an environment that promotes work-life balance and encourages employees to take regular breaks. Additionally, organizations should invest in training programs to help employees develop their skills and knowledge to manage their workload better.

Q7. How can HR implement effective training programs?

Implementing effective training programs is essential for healthcare organizations. To do this, HR departments should focus on creating a comprehensive training program that meets the organization’s and its employees’ needs. It can be done by introducing policies that ensure fair treatment of all employees, providing training and development opportunities, and encouraging open communication between managers and employees. Additionally, organizations should invest in a learning and development management system to reduce costs associated with hiring and training new employees/replacements.


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Remain Ahead of the Curve: Hire the Best Remote Talent in 2024

In the not-so-distant past, simply offering remote work was enough to bring in quality applicants, but now companies are held to a higher standard. Candidates aren’t just looking to work from home; they’re looking for an efficient and exciting experience away from the office.

In May 2021, 70% of companies said they wanted to adopt a hybrid model, but as the pandemic starts to wane, we’re seeing an employer and employee disconnect. Only 17% of employees want to return to work full time as opposed to the 44% of executives who miss office life.

Unfortunately for these executives, the Great Resignation has put them at a crossroad: either offer quality at-home employment or face shortages and risk staying behind the curve. 

Also read: Continuous Feedback: What Are Its Benefits

How to Find Quality Remote Hires for Your Business

In 2024, candidates expect you to offer remote work if their duties can be 100% performed at home. But remote work in itself will not attract the best talent unless you do the following.

Find Qualified HR Help

The thought of bringing abroad international employees or switching to a fully hybrid or remote office can be overwhelming. Many employers are worried about the legal implications of onboarding foreign employees, but remote recruiting can be easy with the right team.

Instead of assuming, it’s better to hire an HR department partner. They can help you find talent and manage your payroll. Ideally, you’ll find an agency or HR expert who is familiar with the areas you’re targeting. That way, they can easily maintain compliance as you hire.

If you’re nervous about hiring multiple employees across the globe, try to focus on a select few time zones. US employers can still hire within the US, Canada, Mexico, and South America.

Don’t forget to consider your current remote employees if you have them. Most of your employees don’t want to return to the office, and many would consider quitting because of it. To keep them as a part of your team, consider offering them full-time remote status.

Invest in Mental Health

The pandemic took a lot out of us, but the people who had to keep working during the collective crisis suffered the worst. Not only were most employees unable to take a break, either due to necessity or staff shortages, but they were also expected to bounce back immediately.

Humans aren’t designed to handle that level of stress, let alone recover from it so quickly. Most employees want to stay at home because they aren’t prepared to “go back to normal”. Forcing people to go back to the office when they don’t have to will make the situation even more dire.

A BetterUp report found that 61% of people struggle with mental health challenges that affect their daily lives, but less than 40% of them take time off for their wellbeing. 

Psychologists know that prolonged stress makes us worse workers. It’s hard to be productive when your life’s falling apart. But, employers who offer mental health benefits and education are able to help their staff members recover from the pandemic and manage stress post-pandemic.

Also read: How To Support Mental Health Of Your Remote Team

Listen to Your Employees

People-first organizations all offer their employees great benefits, but if they don’t apply to the candidates you’re hiring, it won’t matter. Some of your employees have kids; others have chronic health problems. To account for your varied group of employees, cast a wide net.

Keep in mind that your hiring practices should be focused, but your perks should be flexible. You won’t learn everything there is to know about a candidate from their resume. Employers need to ask what matters to their employees, both in the interview and after the fact, to keep them.

Do your employees want to be recognized for their achievements? Do they want to do away with in-person meetings? How about wanting to exist in a community-focused workplace? 

If your company culture is people-focused, you have to live these values every single day. That means allowing your employees to speak honestly about their work-life balance. Criticism is never easy to hear, but it can make us better people if it’s constructive and respectful.

Improve the Remote Experience

Remote employees are often seen as an afterthought, but the home office environment shouldn’t be ignored. Companies are saving a lot of money in office space by hiring remote workers, which could be invested in their at-home work environments in multiple ways. 

If your remote employees are relying on the same technology, you use in the office, it’s time for an upgrade. These systems may have worked in a pinch, but they don’t make sense as a consistent working medium. You’ll need to start using tech specifically for remote work.

Start improving the remote experience by looking at employee workflows. Consider what tools or software you’ll need to make remote work more comfortable, secure, and productive.

With these tools in place, you’ll be able to onboard new team members quickly. However, if your employees need noise-canceling headphones, an ergonomic chair, or a bigger monitor, better software won’t help much. Offering a stipend to get these items makes the most sense.

Be a Force for Good in the World

Millennials and Gen Z, which currently make up the majority of the workforce, want to work for employers that support their values. The Washington Post found that young workers require diversity and inclusion in the workplace, and they want their employers to take them seriously.

To appeal to young workers, employers need to walk the walk. Companies should invest in social impact programs and visibly engage with social justice to attract quality remote employees. Businesses can’t stay on the fence when it comes to social issues anymore.

If you noticed an uptick of interview questions about your impact on the planet, it’s because your candidates care about these issues. Your candidates are testing if you care, as well.

Remember that social justice is about showing up, even if it may rock the boat. Ben & Jerry’s constantly speaks out against injustice on their social media pages, and while they did lose a bit of business initially, they also gained more loyal customers and happier, prouder employees.

Also read: 5 Employee Appreciation Ideas For Your Remote Team

Offer Opportunities for Growth

Employees stay with employers that foster their growth. According to a Growmotely study on remote workers, over half of respondents felt that professional growth and career coaching were benefits employers needed to offer. However, growth isn’t all about education and skill training.

Respondents of the Growmotely study found they can grow with companies that offer healthcare benefits, freedom, and flexibility. Remote workers would prefer to take an online class than cross-train in the office. They need an optimal culture fit to stay happy with their jobs.

Employers will often say that finding the right employee is difficult, especially in a remote space, but employees often resign because of undesirable cultures, lack of honesty, and unfair pay.

If employers offer the tools their employees need to grow within the company, they’ll not only attract more quality hires for a fair price, but they’ll also have no issue making them stay. You can’t decrease employee turnover without investing in growth opportunities across the board.


Learn how Engagedly can improve your employee experience by requesting for a demo with us.

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7 Important Key Metrics for Evaluating Your Hiring Process in 2024

Recruiting the right talent plays a key role in determining the success of an organization. The right talent pool gives organizations a competitive advantage.

The recruiting process has become a top priority for companies. The hiring process is not limited to finding new talents; retaining the top talent is also equally important for the recruitment team. This is something that all recruiters will definitely consider an important aspect of their recruitment strategies in 2023. Among the challenges to overcome in the hiring process in 2023 are increasing recruitment costs, time to fill the talent gap, a talent shortage, the looming recession, and insufficient recruitment processes.

Recruitment metrics are critical to the continual improvement of your hiring functions since they accurately assess success. They are a set of measures that track and assess hiring metrics for performance and optimize your recruitment process with the help of data-driven insights.

Using data from talent analytics and recruitment reports can help you remain ahead of the competition by rapidly identifying what needs to be improved and where to focus your efforts.

What are Recruitment Metrics?

Recruitment metrics for 2024Recruiting metrics are quantitative measures that help companies track the effectiveness and efficiency of their recruiting process. These metrics assess the success of your hiring process and the quality of candidates. The indicators are critical for hiring managers to use when making data-driven decisions and optimizing their recruiting efforts.

Planning, sourcing, screening, interviewing, hiring, onboarding, and keeping engineers are all part of the recruitment process. An applicant management system (ATS) or human resources management system (HRMS), which is an integrated suite of software tools, aids in the processing and organization of information across the recruitment life cycle.

Recruiting Metrics Examples

  • Time-to-fill: This measures the time it takes to fill an open position from the time the job is posted to the time a candidate is hired. A lower time-to-fill indicates that the recruiting process is efficient and that the company can attract and hire top candidates quickly.
  • Cost-per-hire: This measures the total cost of the recruiting process, including salaries for recruiters, advertising costs, and any other expenses incurred during the hiring process. A lower cost-per-hire indicates that the company can efficiently and effectively recruit top talent.
  • Applicant-to-hire ratio: This measures the number of applicants who are interviewed and the number who are ultimately hired. A higher applicant-to-hire ratio indicates that the company can effectively screen and select top candidates.
  • Offer acceptance rate: This measures the percentage of job offers that are accepted by candidates. A high offer acceptance rate indicates that the company is able to attract and retain top talent.
  • Retention rate: This measures the percentage of employees who stay with the company for a certain period. A high retention rate indicates that the company can attract and retain top talent.
  • Diversity of hires: This measures the diversity of the company’s employee population, including factors such as gender, race, and ethnicity. A high level of diversity among hires indicates that the company is actively. promoting diversity and inclusion in its recruitment process
Also Read: How Can Your Organization Develop and Keep High Potential Technical Talent?

Benefits of Recruitment Metrics in the Hiring Process

Some key benefits of using recruitment metrics in the hiring process include:

  1. Improved efficiency: Tracking metrics such as time-to-fill and cost-per-hire can help companies identify bottlenecks in the recruitment process and optimize their recruitment efforts to reduce the time and cost associated with hiring new employees.
  2. Better decision-making: By analyzing data on the success rate of different recruitment channels, companies can make more informed decisions about where to allocate their recruitment budget and efforts.
  3. Enhanced candidate experience: By tracking metrics such as the number of candidates who complete the application process and the time it takes to receive a response from the company, companies can improve the candidate experience and increase the likelihood of attracting top talent.
  4. Increased fairness and diversity: By tracking the diversity of the applicant pool and the success rate of candidates from different backgrounds, companies can ensure that their hiring process is fair and unbiased, and that they are attracting a diverse pool of candidates.

How to Track Recruiting Metrics?

Recruitment Metrics to trackThere are several ways to track recruiting metrics. But most importantly, analyzing the recruitment data can help recruiters find top talent. As per a Forbes report, recruitment data is a goldmine for companies. (Source

Here are some of the most popular tracking methods used by recruitment teams.

  1. Use recruiting software: Many companies use specialized recruiting software to track and analyze various metrics related to their hiring process. This software can often be customized to track specific metrics that are important to the company.
  2. Use spreadsheets or databases: Companies can also track recruiting metrics using spreadsheet or database software. This can be a useful option for smaller organizations that do not have the budget for specialized recruiting software.
  3. Track manually: Companies can also track recruiting metrics manually by keeping records of various data points related to the hiring process. This can be time-consuming and may not be as accurate as using specialized software, but it can be a useful option for companies that do not have the resources for more advanced tracking methods.

Regardless of the method used, it is important to regularly review and analyze the data to identify areas for improvement in the recruiting process. This can help ensure that the company is able to attract and retain top talent efficiently and effectively.

7 Important Key Metrics in the Hiring Process

Here is a list of recruitment metrics for 2023 that organizations should watch out for. These metrics will play an important role in the recruitment strategies for 2023.

1. Qualified candidates per opening

Keeping track of the number of qualified individuals who apply for each of your job vacancies allows you to guarantee that you are reaching the correct people. While a high degree of interest in positions increases the likelihood of discovering the right applicants, if the majority of these candidates are inappropriate, your recruitment strategy must be adjusted.

If this is the case, you could be advertising in the incorrect locations or failing to create interesting job postings that speak to your ideal candidate. It’s also possible that your expectations are unrealistic for the level of role you’re advertising.

Qualified candidates per available position are best tracked as a ratio, which will quickly alert you to whether your recruitment strategy is attracting the proper level of prospects.

2. Application completion rate

Tracking your application completion rate informs you of the percentage of candidates who begin but do not finish your online application form.

While a candidate may decide the post isn’t a good fit and withdraw their application, low application completion rates may indicate that candidates are discouraged by the application process itself.

With this knowledge, your application process can be examined and altered as needed to attract the top talent to invest their time and submit their interest. However, your application completion rate should be evaluated alongside your other KPIs.

You may have a low application completion rate but enough high-quality, qualified individuals on your shortlist. If the rate isn’t having a negative impact on your hiring process, it shouldn’t be a major source of concern.

3. Source of hire and quality of channel source

The source of your hires is a popular recruitment measure to monitor. This relates to determining how your successful candidates learned about your vacant position.

Monitoring the source of hire entails keeping track of who came to you via your company’s careers site, a recruitment agency, a job board, LinkedIn, an employee referral, or an internal hire.

This data allows you to tailor your marketing and advertising, allowing you to invest in a presence on the most beneficial platforms. You can acquire further information by gathering more data on the source’s quality by tracking where all of your high-quality candidates (those who make it to the final stages of your recruitment process) come from.

4. Average time to hire

The time to hire refers to the period (number of days) between a new hire being formally requested and the chosen candidate accepting the role. It includes the time taken to review applications, administer any pre-employment testing, run assessment centers, interview shortlisted candidates, and make a formal offer. 

Awareness of the time frame it takes to hire a new employee can help you launch recruitment for new roles at the right time. Recording the time taken for each stage of the process can help identify areas that are holding up the recruitment process, so it can be adjusted to speed up your time to hire.

5. Channel source efficiency

Analyzing your sourcing channels, or where your best talent is coming from, is a critical step in reviewing your recruitment KPI indicators. After all, how would you know which job boards and platforms to put your money and time into if you didn’t know which channels were best for you?

Universities, online job boards, recruitment firms, print media, events, and internal/referral or social media sources could all be channels.

6. Quality of hire and talent

Measuring the quality of hire allows you to keep track of whether you are successfully hiring people who are a good fit for your roles. However, quality is subjective.

To track this statistic, you must first determine which measurements can be utilized to correspond to a quality hire. Consider employee engagement, alignment with corporate culture, peer reception, work performance, hiring manager satisfaction, and time to full productivity.

The main purpose of the recruitment process is to place the right individuals in the right roles so they can thrive, therefore, tracking the quality of your recruits is critical, even if it is more difficult to analyze.

7. Cost per hire

Tracking your cost per employee is critical to ensuring that your recruitment process is a good investment. Besides tracking individual expenditures for each hire, calculating the average cost to place someone new in the function is important.

This is computed by adding up all recruitment expenditures and dividing by the number of new recruits for a specific time period such as number of days. When combined with other data, cost per hire can help you determine whether there are areas where recruiting costs can be reduced or whether greater investment is required to attract higher-quality prospects.

You might also want to determine the cost per hire by department, job role, job level, or source. This will provide a better knowledge of costs across various company indicators.

Why will Candidate Experience be an Important Recruitment Strategy in the Hiring Process in 2024?

Organizations that focus on building a positive experience and company culture for employees are found to be more successful and profitable. Maintaining a healthy work culture, promoting the well-being of employees, and having a positive work-life balance are all part of a positive candidate experience. When new candidates find such provisions in the workplace, they are more likely to stay in the organization. 

This emphasis on creating a positive experience extends to candidates, who have a plethora of possibilities. It is more vital than ever to ensure that the candidate experience is simple and allows people to apply for jobs swiftly.

An important aspect of improving the candidate experience is focusing on the net promoter score. This net promoter score is a measure of the candidate’s experience with the recruiting and onboarding procedures of the company.

Employers have enhanced their candidate experiences by upgrading career websites with a proper job description and utilizing surveys to gather feedback from candidates. Furthermore, recruitment marketing and career site software can assist in personalizing the hiring process and gathering analytics to help optimize the candidate experience.

Also Read: Effective Talent Management Strategies in 2024

Conclusion

In conclusion, recruitment metrics play a crucial role in the hiring process as they help to measure the effectiveness and efficiency of the recruitment process. By tracking key metrics such as time-to-fill, cost-per-hire, and quality-of-hire, companies can make informed decisions about their recruitment strategy and identify areas for improvement

Additionally, using recruitment metrics can help to ensure that the hiring process is fair and unbiased, as it allows companies to track the diversity of their applicant pool and the success rate of candidates from different backgrounds. Overall, monitoring recruitment metrics can lead to a more successful and efficient hiring process, which can ultimately benefit the company as a whole.

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5 Teamwork Challenges Every Team Encounters!

A study conducted by the i4cp (Institute for Corporate Productivity) Rob Cross, Edward A. Madden (Professor, Global Business at Babson College) found that top employers are 5.5 times more likely to promote individual, team, and leader collaboration in the organization.

Teamwork undeniably fosters creativity and enhances overall organizational productivity. However, amid these benefits lie unspoken challenges of teamwork that can lead to a frustrating collaborative experience. Many organizations resort to employee engagement software to address these teamwork-related issues effectively.

This article aims to shed light on common questions such as “What challenges do you typically encounter in teamwork within your organization? How do you approach overcoming them?” Delve into valuable insights to navigate and tackle the challenges of teamwork for a more harmonious and productive collaborative environment.

Also read: The ultimate guide to 30 60 90 employee performance reviews

5 Challenges of Teamwork

There are multiple challenges of working in a team. As a leader, one has to be available for their team members and must understand their concerns to ensure that they stay productive and engaged. The following are some of the teamwork challenges and how one can overcome them.

teamwork challenges in the workplace

1. Role Uncertainty

Role uncertainty is one of the most common challenges of group work. There are a lot of difference in working as an individual employee and working as a part of a team. When you work with a team, your responsibilities are shared with other team members.

This culture of shared responsibilities might be a little hard to get used to if you have never worked with a team before. Working with many people can create a confusion on your role in the team, resulting multiple people taking up the same responsibility or leave out some vital tasks. Asking the manager of the team clearly about your role in the team could help avoid these situations.

Also read: Impact of employee engagement on productivity

2. Lack Of Trust

When you work as an individual, you are used to making decisions and complete tasks individually. But when you work with a team, you have to trust your teammates and let them take a few decisions for the team.

Sometimes, team members make mistakes and it could be hard for you to trust them with any other decision. But as a team, it is important to trust your teammates and function as a team. Building trust goes a long way in resolving the challenges of group work.

Also read: The dos and don’ts of giving negative performance reviews

3. Unclear Goals

Some employees perform better when they function as a team, and some perform better than individual contributors. One reason for this could be setting the right goals. You can easily set the right goals for yourself as an individual contributor, but when you are a part of the team, you have to consider your teammates before setting goals.

One of the most common reasons for conflicts in teams is the ambiguity of goals. If you are not on the same page with your other team mates about your goals, it affects the productivity of the entire team, so communicate with the team/ manager and be clear about your goals.

Also read: 5 Reasons To Use OKRs At Work

4. Disengagement

Disengagement is one of the most common challenges of group work faced by everyone in the workplace. Teams tend to get disengaged when there’s a lack of proper direction or vision. Team members fail to understand their role in the bigger picture, which leads to lack of motivation.

Disengagement in teams is often a result of lack of clarity on team goals and how they contribute to the organization.

5. Talent Differences

Some employees contribute more to a team than the rest of the team. The reason is not always that they feel responsible for the team, the share of their contribution depends on their individual talent and efficiency. But sometimes, these talent differences cause conflicts between team members.

Some employees of the team could be slower and less efficient than the rest. This could decrease the overall productivity of the team which could be frustrating for the high-performers of the team causing conflicts within the team. To avoid this, the goals should be set based on their capability and skills.

Also read: OKR Examples For Marketing Team

How To Overcome Teamwork Challenges?

It is critically important for teams to work together to get a higher output and ensure organizational success. However, there are scenarios when challenges in teamwork can reduce employee productivity and engagement.

Challenges of group work can be managed by providing regular feedback, having an open communication channel, checking in with team members, and discussing individual and team goals with employees. Organizations are now relying on HR software tools to manage and analyze performance to reduce teamwork challenges.

Employee engagement, learning and development, reward and recognition, goal setting, and effective communication are the foundational elements of teamwork productivity. Organizations need to ensure that they are focusing on all the foregoing aspects to overcome group work challenges.

We hope this article helps you manage your team effectively. Do let us know about the ways you use to overcome teamwork challenges in your organization. Tell us about the challenges you face when working in groups in the comments below.


Do you want to know how Engagedly can help you manage the challenges of teamwork? Talk to our team experts!

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6 Recruitment Strategies for Hiring Great Employees in 2024

Here are six insights TAs and recruiters use to elevate the success rate of their hiring process.

The Odd Parallels: Recruitment and Romance

Recruitment and Romance

Hiring and dating—you might think they’re worlds apart, but hold on. The way we evaluate potential partners seems to resonate so much with how we size up job candidates.

You know how it goes. 

Browse their social media—kind of like scanning their resumes. And then you start asking around, seeking opinions about them—checking references. And of course, there’s that phase when you have those late-night calls, talking about their dreams and goals and how they handle tough times—sounds a lot like phone screening and interview questions, doesn’t it?

But, much like dating, hiring is no easy feat, and parting ways with an employee is even more challenging. So, what can you do to avoid a hiring mismatch and increase your chances of finding the right fit?

While there’s no surefire formula for a perfect hire every time, there are valuable tips that can help you minimize the hit-and-miss in the hiring process. In this article, we’ll explore the qualities that make the best hires and the strategies you can employ to enhance your hiring success rate.

Also Read: Can AI Reduce Discrimination in the Recruitment Process?

6 Recruitment Strategies You Should TryRecruitment Strategies You Should Try

Qualities of the Best Hires

Understanding the qualities that distinguish top performers in the workplace is critical for any organization. Studies have shown that a small percentage of employees contribute significantly to overall productivity. One found that the top 1% of employees account for 10% of productivity, while the top 5% contribute to 26% of total output. This begs the question: what attributes set these high-performing individuals apart?

According to a recent employer study conducted by Indeed, five key attributes define high-performing employees: problem-solving, drive, self-direction, strategic thinking, and initiative. “High-performing employees are driven to get things done, need little hand-holding, and have knowledge and experience that allow them to generate high-quality work. They regularly go above and beyond, and have tangible successes to show for their efforts,” the report says.

People who work well with different teams possess different sets of skills and knowledge. However, if you look closely at the people who always make you smile and feel inspired working with them, you’ll notice certain patterns and qualities they have in common. When you’re sifting through candidates, keep these qualities in mind. They’ll serve as a compass to help you identify potential top performers more effectively.

Test the Waters with Real Work

During the hiring process, you get multiple chances to interact with candidates. But not all impressions are equally important. Their resumes might look fantastic, and the phone screening could go smoothly, but can you really trust that? The real magic happens when you put candidates to the test.

Real work brings out the real picture of a candidate’s capabilities. That’s why smart businesses are turning to robust assessment tools, video interviews, internships, and returnship programs. These tech tools not only help you assess a candidate’s true potential but also lighten the load for your recruitment team.

Referrals: The Double-Edged Sword

Referrals: The Double-Edged Sword

Now, you might be thinking, “Aren’t referrals supposed to be reliable?” Referrals are often regarded as a reliable source for identifying potential candidates. However, it’s essential to recognize that while referrals can provide valuable leads, they are not foolproof and can sometimes lead to misleading recommendations. 

The reliability of referrals hinges on the referrer’s direct experience working with the candidate and their grasp of the candidate’s field. When these aspects are lacking, you might be heading down a tricky path. So, when someone recommends a candidate, watch for signs of unreliability, and proceed with caution.

Another thing that’s worth acknowledging is that relying heavily on employee referrals may lead to a less diverse team. When existing employees refer candidates, they are more likely to recommend like-minded people—individuals who share similarities in character, skillset, and values with them. While this alignment isn’t necessarily a problem, it can influence the overall diversity within the organization.

Studies consistently highlight the connection between diversity and financial performance. McKinsey, for instance, has demonstrated that companies with gender-diverse boards in the top quartile are 28% more likely to outperform their peers financially. As HR leaders, it’s crucial to find the sweet spot between the reliability of referrals and the objective of cultivating a diverse and inclusive workplace. In doing so, organizations can benefit not only from trusted referrals but also from the richness of a diverse workforce.

Also Read: 7 Ways to Address Your Industry’s Skills Shortage Using Talent Management Software

Check Up on Your AI

We all like to think we’re fair and impartial when it comes to hiring, but let’s face it — our unconscious biases can mess with our heads. Sometimes, we’re drawn to candidates who remind us of ourselves or share our interests, and that’s not always a good thing.

This is where algorithms can be our shield. Choose vendors that pay close attention to how their AI performs to ensure the algorithm works unbiasedly and compliantly. Their AIs can be a big help in recommending applicants based on their skills and qualifications without any pesky biases getting in the way. But don’t let the robots take over entirely. Keep an eye on those algorithms and make sure they’re playing fair and square.

Leveraging Collective Wisdom

Similar to the way we choose our partners, while the final decision is ours, input from trusted people plays a significant part. Just as friends may spot qualities or red flags that may elude our judgment in the emotional whirlwind of dating, colleagues can provide invaluable insights that might have gone unnoticed, ultimately contributing to more informed hiring decisions.

Don’t Keep A+ Candidates Waiting

A critical lesson in the realm of hiring is the detrimental impact of delay. Recent research by the Talent Board highlights that lengthy hiring procedures are among the top three reasons for candidate withdrawals. Recognizing the significance of swift action, especially for top-tier candidates, is crucial. Let them know they are a priority and get that offer out there fast. While competitive compensation may be one approach, consider offering learning opportunities, ownership, and challenges to sweeten the deal.

Stop Trying = A Guaranteed Fail

As we conclude, it’s crucial to maintain a realistic perspective. Aiming for a flawless track record in hiring is as rare as finding a mythical unicorn. However, practicing some of the strategies discussed herein can significantly elevate your chances of success.


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Frequently Asked Questions

Q1. What are the six elements of recruitment strategy?

Ans. A typical recruitment strategy includes six key elements:

  1. Job Analysis: Start by understanding the job role and its requirements.
  2. Sourcing: Find and attract potential candidates through various channels.
  3. Screening: Evaluate applicants’ qualifications and fit for the role.
  4. Interviewing: Meet with candidates to assess their skills and cultural fit.
  5. Selection: Choose the best candidate based on assessment.
  6. Onboarding: Welcome the new hires and help them settle into their role.

These elements are essential for an effective recruitment strategy.

Q2. What are the 7 stages of recruitment?

Ans. The 7 stages of recruitment process typically include:

  1. Identifying Needs: Determine the job requirements and vacancies.
  2. Job Posting: Advertise the position to attract candidates.
  3. Resume Screening: Review applicants’ resumes to shortlist potential candidates.
  4. Interviewing: Meet with candidates to assess their skills and suitability.
  5. Skills Assessment: Evaluate candidates’ abilities through tests or tasks.
  6. Reference Checks: Contact previous employers for feedback.
  7. Offer and Onboarding: Extend the job offer and help the new hire settle in.

These stages are crucial for a successful recruitment process.

Q3. What are the 4 pillars of recruitment?

Ans. The 4 pillars of recruitment are:

  1. Sourcing: Finding potential candidates through job postings, networking, and other channels.
  2. Selection: Assessing and choosing the best-fit candidates for the job.
  3. Onboarding: Welcoming and integrating new hires into the company.
  4. Retention: Ensuring employee satisfaction and long-term success within the organization.

These pillars are essential for a strong recruitment strategy.


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Maximizing Employee Potential: A Guide for HR Executives

Regardless of how talented and experienced employees you have in the team, they might not be able to deliver peak performance.

Several reasons, such as work overload, work-related burnout, lack of resources, a toxic environment, and team conflicts, can hinder them from reaching their maximum potential. 

Witnessing a talented workforce not performing their best can be disheartening for HR leaders. However, micromanagement is not a solution to tackling the situation. It can negatively impact your team’s enthusiasm to work and deplete engagement. 

So, you must implement best practices to ensure a positive work environment while uplifting your team’s performance. 

In this post, we will share the top five tips to help you bring out the best in your employees.

Encourage Employees to Take Ownership at Work 

Encourage Employees to Take Ownership at WorkTaking ownership means being responsible for the work while aiming toward self-development and ensuring the organization’s success. 

It encourages employees to treat work and company resources as one’s own.

So, when you motivate employees to take ownership of their work, you create a workforce that understands the impact of their actions and decisions. It empowers them to commit to self-growth and indirectly contribute to the firm’s productivity, efficiency, and ROI.  

Here are a few crucial tips to encourage your team to take ownership while working.

  • Define SMART (Specific, Measurable, Achievable, Relevant, and Time-Bound) goals for employees. 

This allows them to understand the organization’s expectations and set and achieve personal objectives within the timeframe.

  • Conduct face-to-face counseling sessions to address the professional challenges of your team. Provide them the flexibility to learn new skills aligning with their professional goals and interests. This can strengthen the connection between you and employees and boost their confidence and morale. 
  • Avoid micromanaging the team, especially your remote workforce. However, tracking the team’s performance is pivotal. For this, deploy a state-of-the-art system for monitoring work from home employees that can track their check-ins and productive work hours. 

Leverage the insights to give them tips to improve productivity without stressing out. This thoughtful step can encourage them to be accountable despite working remotely.

Foster a Culture of Knowledge Sharing and Collaboration

Knowledge Sharing and CollaborationKnowledge sharing and team collaboration are powerful tools for a firm’s growth. 

It involves imparting professional insights, experiences, and expertise to team members to build a collaborative work culture.

This can help you unearth your employees’ skills, strengthen relationships, and bolster team engagement.

Here are a few tactics to promote collaboration and knowledge sharing within your team.

  • Include knowledge-sharing and collaboration practices in your company’s work policy. This can lay a robust foundation for a collaborative work culture. 
  • Encourage teammates from distinct departments to collaborate and share their expertise with others. Such a cross-functional team environment can ensure seamless knowledge and skills sharing. 
  • Conduct frequent workshops and meetings where the employees can share insights on crucial project findings and best practices. 
  • Encourage open communication to create a safe space for your teammates to share ideas and express their opinions about anything and everything with senior managers. This can motivate everyone to put their best foot forward and deliver excellent performance.

Consider Onboarding a Career Coach

Career Coach

Factors like fear of downsizing, a below-average salary package, or a lack of professional guidance could deter your teammates from delivering their best performance at work.

Being an HR executive, you’re likely already taking several initiatives to motivate your employees. However, onboarding a special career coach can uplift your efforts.

A career coach can help your team identify and sharpen their professional strengths by –

  • Making them understand the latest industry trends
  • Evaluating their career goals and plans and helping to set long-term professional goals
  • Recommending tactics to enhance career development and stay motivated
  • Helping them learn new skills and build a personal brand
  • Suggesting practical ways to maintain work-life balance

In short, the coach can mentor and empower them to figure out, plan, and achieve their professional goals without any fears or insecurities.

So, either you can hire a career coach outside the organization or request senior team members to guide young professionals. 

The best part? This tactic can help you boost employee retention, efficiency, and productivity.

Boost Your Team’s Motivation By Rewarding Them

Employee rewards

Rewarding your employees for a job done well has a powerful and lasting impact. It can make them feel valued and help nurture a positive work environment.

Besides, it can reduce employee turnover and accelerate revenue generation efforts. 

However, the opposite is also true. Several industry experts state that lack of appreciation is one of the key reasons employees quit their jobs. 

So, reward your employees and make them feel valued. 

Here are a few tips to consider.
  • Conduct a get-together every quarter to celebrate the individual milestones of your teammates.
  • Present a certificate of appreciation or give a shoutout via email to validate your employees’ efforts. 
  • Provide monetary benefits like bonuses, pay hikes, and promotions to deserving team members for their hard work.

Remember that the rewards need not be monetary. Sometimes, a sincere gesture of appreciation can go a long way.

Conduct Continuous Performance Reviews

Continuous Performance Reviews

Employees can perform better when you review their performance frequently.

It provides them an opportunity to clarify doubts and refocus priorities. On the other hand, it allows you to help them create a clear roadmap to accomplishing goals. 

The outcome? Improved sense of trust, employee morale, and performance.

Here are a few crucial tips to implement.

  • Decide the frequency of performance reviews (say – 30 or 90 days) and schedule meetings with specific agendas for each employee. 
  • Collect feedback from seniors in the team regarding each employee’s performance, including their milestones and weak areas that need improvement.
  • Ensure the team’s leader is present in the meeting to guide the teammates on work-related technicalities, challenges, and more. On the other hand, you can take care of other vital aspects, such as encouraging them to learn new skills and work on the feedback. 

Bonus Tip: Count on Engagedly’s AI-powered growth-oriented performance review solution. This cutting-edge tool allows you to conduct seamless evaluations and build a high-performing workforce.

Engagedly dashboardWith Engagedly, you can –

  • Create personalized review templates for each employee according to their department, roles, responsibilities, etc. 
  • Incorporate employee objectives and key results (OKRs) to track their progress and conduct frequent reviews (30-60-90 days). 
  • Create unique and flexible workflows for performance management. 
  • Leverage succession planning tools to analyze and maximize each employee’s potential.

What’s more? 88% of HR executives experienced a positive impact on employee engagement with Engadedly.

The best part? Engagedly offers flexible pricing plans to suit your company’s requirements. Implementing Engagedly can thus prove a valuable tech stack addition for your firm. 

Request a demo for more information.

Summing Up

Employees can deliver peak performance in a positive and collaborative workspace. So, as an HR leader, go the extra mile and ensure your team is engaged and works in a happy mind space.

Leveraging the tips and tools shared in this guide can help you accomplish the goal effortlessly.

So, implement them to unlock your employee’s maximum potential!

Performance Reviews


Frequently Asked Questions

Q1. How do you identify employee potential?

Ans. Identifying employee potential involves assessing their skills, performance, and growth capacity. Evaluate their past achievements and adaptability, offer opportunities for development, and gather feedback from peers and supervisors. Combining objective data and subjective observations is key in recognizing and nurturing employee potential.

Q2. What is a high-potential employee?

Ans. A high-potential employee is an individual with exceptional aptitude and the capability to advance within an organization. They exhibit strong leadership, problem-solving skills, and a drive to excel. Identifying and nurturing these talents is vital for long-term success and leadership development.

Q3. How do you increase employee potential?

Ans. Increasing employee potential involves a multifaceted approach. Offer training and development opportunities, provide regular feedback and mentorship, align their goals with the organization’s objectives, and create a supportive work environment. Encourage continuous learning and recognize and reward their achievements to motivate and unlock their full potential.


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How to Conduct a Value-Based Interview in 2024 – Pro Tips

The employment market is improving, and today candidates have more options than ever; therefore, hiring the right person for the job is becoming increasingly difficult.

Before meeting your candidates face-to-face or via videoconference, you need to think out precisely what you are looking for in a new hire. Today, businesses look for people who resonate with company values

Many organizations have already implemented value-based interviews to get qualified employees who embody organizational values.

How do you define company values?

The values of the company are the standards that guide the way they do their business. They influence the organizational culture. While business strategies may change, the core values usually remain the same. 

 From a business perspective, a core set of values makes it easy for a company to foster teamwork, make decisions, quickly communicate principles to customers, and onboard new hires.

What is a value-based interview?

 Value-based interview questions are on the rise as companies seek new employees who share their organizational values.

Most companies usually have a base set of questions for each candidate and specific questions for every role.

 The interviewer has the task of exploring employees‘ beliefs and values to determine if they fit in with the long-term ambition and company values.

Why do companies ask value-based interview questions?

 Valued-based interviews have been around for several years. 

 Employers choose specific questions to identify a candidate’s both personal and professional strengths and work ethics.

Value-based questions are vital because they help business owners determine if an applicant aligns with their business values.

 You can find many employees who would, for example, be able to fix a hacked website, but this is not what you are looking for when finding a new employee with a value-based interview.

 The individual may be an expert and super qualified, but they will not fit in if they go against the company’s values. 

Examples of the most common business values:

Adaptability

The ability to easily adapt to any changing circumstances is a crucial value to possess for your prospective job candidates. A sudden change may create challenges of employees can find hard to navigate, so adaptability is one of the most important values. 

 Loyalty

 When employees are loyal, they will be more likely to invest in their work and innovate new ideas. 

 Collaboration

 Employers ask questions about collaboration to check a candidate’s ability to work well as a team member. 

Integrity 

Integrity highlights whether a candidate is responsible and honest. Honesty helps build trust between an employee and an employer. 

Prepare for the interview

Looking for quality candidates is not easy, but you can take advantage of online community platforms. After listing and choosing the best candidates, you can focus on preparing the interview structure. Also, you can leverage Zoom call and its alternatives as per your need for better communication with your prospective candidates’ screening.

Prepare for the interview by going over the candidate’s CV and cover letter and evaluating your hiring position.   

Help the candidate get comfortable

To have an honest conversation with any candidate, you need to make them feel comfortable, especially in the virtual setting. Ask them how their day was, make eye contact, smile, etc. 

You need to start an interview by introducing yourself. Tell the candidate your name, your role in the hiring process, and how long you have been in the organization.

Inform the interviewee about what they should expect during the interview, including its value-based format. 

Ask the right questions

Now it’s the right time to start asking questions that get to the core of your company’s values. Have some questions that you regularly ask that reflect values, and know what behaviors you are looking for.

Ask situational questions that show how candidates react in certain situations and understand their problem-solving, teamwork, and collaboration approach

A candidate’s behavior from the past is a predictor for future behavior, so how applicants reacted earlier is a way to find out if they share the company’s values. Be consistent in what you ask so you can compare different candidates.

Value-based questions

  • What is important to you in your workplace and why? 
  • Do you consider yourself flexible when it comes to changes at work? 

This question and the candidate’s answer show if there was a time when the applicant couldn’t adapt to the workplace. Ask your interviewee to describe a situation when they had to adjust to a sudden change at work.  

  • Tell me the thing about yourself that is not on your resume.

Job seekers craft their resumes carefully so as to provide a full summary of their professional experience. At the same time, you can’t learn everything from what they typed on paper. That’s why, according to factoHR, forming a series of common questions for the interview process will help to know more about the candidate and their professional front for the job. 

This question allows the interviewee to decide if they would like to share something job-related or not. They might choose to tell you something about volunteer work or another defining experience.

  • Could you tell me about a disagreement you had with your teammate and how you handled it?

Disagreements cause confusion and misunderstanding in the workplace, but an adaptable candidate can turn it into a positive learning experience. The interviewer can ask about differences to find out whether a candidate is patient and communicating well.

Also Read: 5 Common Teamwork Challenges Every Team Encounters
  • What is your most outstanding work achievement, and how did you accomplish it?

This question helps an employer measure an applicant’s accountability, determination, and general professional goals. By asking the potential employee to share their unique career accomplishment, you allow them to share a career highlight and understand the type of work that makes them fulfilled.

  • How would you handle learning new software that changes the way you work?

Some changes at work, like introducing new technology or alternative production methods, may cause skepticism and doubts. Employers can focus on this question to determine an employee’s adaptability and willingness to learn new things.

  • What are your greatest weaknesses?

This question is a regular one, popular among recruiters for a simple reason – it helps you learn a lot about a candidate in a short time. This question enables you to conclude two things:

  • Could the candidate’s weaknesses conflict with your job requirements 
  • Is the applicant self-aware enough to know their shortcomings without thinking of it too long

Give candidates the chance to ask questions

Give your interviewees time to ask their questions about the company, position, and teamwork. This allows them to evaluate if the job is a good fit for them and you to check out their understanding and interest in the company.

Describe the next steps

Close your interview by explaining what the candidate should expect in terms of the next steps. This is the right time to inform applicants of your intended timeline for filling the position.

Optional: record the interview

When you conduct an interview via a computer screen, you have an option to record it for further reference. You can use the screen recording to show to your boss or review it once again when you make the final decision about a potential employee. First, however, it’s important to notify the candidate that the meeting will be recorded.

Additional tip–help your new employee to adjust

Using a presentation template could be a great way to explain your organization’s culture and what you expect new employees to fit.

Onboarding should start immediately after a new colleague’s start date to introduce them to your organization and inform them of company policies. Your job is to answer all their questions and concerns and lead them through the starting process. 

Conclusion

A typical job interview is a bit more than a social call with predictable choreography. A conference-room meeting, a CV, and the standard questions like – “Where do you want to be in five years?” 

Put your candidate in a situation where they are more likely to show their true selves.

Using value-based questions in an interview, you can get into the heart of every interviewee and understand their behavior and personality better than you would from a standard interview.


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How an LMS makes HR Tasks Simpler and Easier?

A Learning Management System (LMS) is a software-based (specifically, Software as a Service – SaaS) platform that enables the management, automation, and distribution of educational courses, training programs, or other forms of learning and development. In a nutshell, it enables you to provide training content to a variety of audiences–from online courses to in-person teaching sessions. Most learning management software may now be accessed through smartphones or tablets.

An LMS, as the heart of a comprehensive learning technology solution, performs optimally when it is scalable and adaptable to the diverse demands of your learners. Additionally, it is a necessary component of a successful learning technique. Learning management systems are used to implement a range of learning methodologies, such as microlearning, experiential learning, and observational learning across a variety of formats, such as PDFs, videos, animations, and many more.

Learning management software can increase organizational efficiency in a wide variety of sectors. Additionally, they are employed in schools for online and hybrid learning. When used appropriately, an LMS may be a powerful tool for increasing the efficacy of training while also lowering training expenses and time.

In this blog post, you will get to know what is LMS system; its uses; its growing market size; the tools incorporated within LMS, and the advantages of integrating it within an existing HR system for the growth and development of your company.

Understanding the purpose of incorporating an LMS system

The objective of a Learning Management System (LMS) is to provide Learning and Development (L&D) opportunities with the ability to provide training and development to learners, allowing them to continue driving the company’s growth, success, and profitability. It can also track the progress of an employee’s learning skills and identify areas for improvement. 

In layperson’s terms, a Learning Management System (LMS) is a computer software that automates training via the use of self-directed training courses or modules. Thus, any learning management software should be capable of performing three critical roles:

  • Organizing and delivering training materials
  • Creating tasks to help employees review and assess their knowledge
  • Assess progress

An LMS platform, such as Engagedly’s, enables HR departments to centrally design, monitor, and measure employee training. Besides, Engagedly’s solution is integrated with a highly customizable performance management platform for existing employees.

Also Read: How Performance Management Software Helps in Employee Development

Learning Management System market size

Globally, the COVID-19 pandemic has been uncertain in nature, with a demand for LMS exceeding expectations in all areas when compared to pre-pandemic levels.

The global LMS market is expanding fast and is expected to reach USD 25.7 billion in 2025, up from USD 13.4 billion in 2020.

In 2021, the worldwide learning management system (LMS) industry was estimated to be worth USD 14.43 billion. The market is expected to grow to a massive amount of USD 40.95 billion in 2029, at a 14.2 percent compound annual growth rate. 

Types of tools LMS offer

Summarized below are the various types of tools a learning management platform offers.

  1. Content library–Contains various courses on general or industry-oriented topics. Also, it offers features such as notification alerts; access to user information and training schedules, and monitoring course completions.
  2. Content development–Organizations can produce their own content using existing templates or create a new one from the existing template.
  3. Integration capabilities – The flexibility to integrate with other Human Resource management software.
  4. Mobile-friendly and responsive–Mobile Learning Management Systems (LMS) applications enable learners to access training on various mobile and portable devices, such as smartphones and tablets.

Need for integrating LMS with your HR system

Employees will stick to an organization and contribute to the company collectively only if they feel involved in their work. Serving as an incentive for employees, upskilling opportunities encourage them to show their commitment to their work and remain aligned with the organization’s goals. Besides, businesses’ ability to stay competitive and fulfill their goals depends on recruiting, retaining, and upskilling the right workforce. 

Both Human Resource and Learning and Development teams play a critical part in upskilling the workforce. Thus, it makes sense to incorporate an LMS platform in an HR system that enables skill development, course design, management, and monitoring of employees’ progress. Another better option is opting for an HR solution with LMS integrated within it as offered by Engagedly, which saves costs considerably.

Also read: Benefits Of Having HR Management Software In Organization

Key aspects that an ideal LMS should incorporate:

The following are some of the most important features that an ideal LMS should incorporate to optimize training sessions.

  • Personalized learning paths: An LMS should recognize your learners’ preferences and direct them appropriately. An LMS can simplify administrators’ tasks by allowing them to group a collection of similar courses in the LMS. This ensures that learners understand a certain topic or program easily.
  • Artificial Intelligence (AI): An LMS’s AI engine helps to tailor the learning experience of each student by suggesting course formats that are most suited to them.
  • Microlearning: Microlearning is the sushi of online training courses, as it is bite-sized and simple to comprehend. By making learning information widely available in small and manageable chunks, it will be possible to accommodate learners with short attention spans and stimulate learning at times of need.
  • Rewards and Recognition: Increase student engagement by enabling learners to receive points, badges, and other recognition for completing all learning tasks.
  • Accessibility: Making e-learning accessible entails more than just adhering to web content accessibility criteria. It’s more about creating understandable learning content that fosters the greatest possible learning experience for all students.
  • Automated LMS: An automated LMS enables course management in a centralized location (also referred to as a central repository) where users can develop courses; allocate them; send alerts; change layouts; upload and organize course materials; set up advanced course settings, and sort courses with learning plans.
  • Intuitive user interface: A logical learning path and a course overview on the LMS dashboard are always helpful to the learners in understanding what they would learn. Also, an LMS’s intuitive user interface makes a dashboard simple to use for learners. Owing to these aspects, learners will spend less time learning how to use the LMS, and more time studying.
  • Automated admin tasks: Administrators may automate repetitive/tedious processes such as user categorization, group registration, deactivation, and new user population.
  • Platform consolidation: Consolidating your platform enables you to group all of your courses under a single learning management software, saving you time, money, and unneeded fuss.
  • Course management: You should be able to swiftly and simply create and administer courses, classify them, enroll users, and provide reports so that your administrators don’t waste time on chores that might be automated.
  • Management of courses and catalogs: The best Learning Management System is the one that enables the creation and management of course content and course catalogs easily to facilitate more focused learning.
  • Certifications and continuing education: All certification and retraining processes should be tracked and managed via the LMS.
  • Accessing content from external content providers: A learning management software must enable learning and development administrators and learners to access, explore, and buy courses from content providers, directly from the existing LMS platform.
  • Integration and interoperability of content: Learning management systems should include compatible learning content formats such as xAPI (formerly Tin Can), SCORM, and AICC.
  • Integrations: Maintain data consistency across your business by using an LMS that supports third-party connectors and plugins with other platforms, such as CRM, video conferencing solutions, and so on.
  • Mobile education: Learning management solutions must allow content to be accessible through mobile devices to facilitate learning on the go.
  • Multi-domain: A learning management platform should allow you to create customized platforms for each of your audiences.
  • Reporting: The LMS must enable the extraction of learning insights through customizable reports and dashboards that give analytics on student activities.
  • Social education: With the Engagedly LMS system, your employees would thoroughly enjoy working together! Engagedly’s LMS system enables establishing training sessions, with no hassles. The LMS includes collaborative features, such as discussion boards, peer mentoring, and knowledge curation.
  • Globalization: LMS, as offered by Engagedly, is integrated with broad language localizations, domain administration, and e-commerce payment gateways.

LMS is best suited for which organizations and sectors?

Any sector or any industry can use LMS, as it can be tailor-made to suit the client’s exact requirements.

At the most fundamental level, learning management software may help centralize, deploy, and measure learning activities. A cutting-edge LMS may be used for a range of internal and external organizational purposes, including:

Employee development and talent management: An LMS can successfully assist talent management and perform training and development for existing employees. Within the LMS, relevant courses can be assigned to employees to ensure they receive the necessary job skills and are up-to-date on product changes.

Employee onboarding: Learning management software may be used to guide new recruits through the onboarding process, ensuring they rapidly grasp the requirements.

Sales training: An LMS can deliver the necessary training to salespeople. Additionally, learning management software may accelerate the onboarding process, a critical component of sales teams, enabling new salespeople to begin their work with confidence.

Customer training: Ongoing customer training adds value to customers and helps them to thoroughly understand your production or service process. This is prevalent among software and technology companies that must efficiently train customers who use software products.

Organization and channel partner training: An LMS may also be used to train resellers, vendors, distributors, or any organization’s partners and channel partners. This is an excellent method to strengthen your collaboration initiatives and provide value to your partners.

Regulatory Compliance Training: An LMS can provide training to the employees so that they can perform well in certification exams. This centralized strategy helps to manage risk and avert any regulatory compliance concerns.

Great benefits of merging LMS into an HR system

Human Resource Management System (HRMS) is a term used to describe the integration of an HR system with a Learning Management System (LMS). The HRMS (Human Resources Management System) is like a Swiss Army knife since it can handle all of your administrative and employee training requirements.

Naturally, there are several HRMS software providers, all with their own unique set of capabilities. An HRMS, offered by Engagedly, enables you to manage everything from application monitoring and recruitment to onboarding employees and providing access to e-learning programs.

The following are the primary benefits of integrated HMRS by Engagedly.

Develop a skilled workforce

One advantage of HMRS is the ability to properly monitor your employees’ talents from the moment they are hired. Integrating your Human Resources software with an LMS may allow you to provide the required training for upskilling purposes enhance a learner’s learning capability and help them achieve expertise.

When HR software and an LMS coexist, your employees can access rich and relevant knowledge that they can perfect and implement into their everyday work processes. Employees can even receive personalized courses, motivating them to improve.

<Comprehensive Reporting and Analytics

Having a centralized data repository enables easy extraction of learning data reporting and metrics. While the reporting tool aggregates data from several resources, the analytics tool enables the business to derive meaningful insights for the future to improve an employee’s learning experience.

Organize all data in one location

Consider the following scenario: you possess data in your HR system or your LMS application. This data can be employee payroll or their attendance in some Excel files. Wouldn’t it be much more convenient and cost-efficient if all your data were in one location? 

Integrating your LMS with your HR system eliminates data duplication–and simplifies system maintenance. Having all of your data in one location enables you to keep track of everything. It allows you to keep track of your employees’ performance and achievements.

Adherence to regulatory standards

The main content-sharing standards used by LMSs include xAPI, AICC, and SCORM. Compliance with these content standards enables companies to effectively handle content in a variety of forms. Additionally, with the assistance of AI, compliance training on corporate rules may be offered efficiently and courses can be allocated automatically.

Ensure data consistency by eliminating duplicate entries

Integrating the LMS and HR systems enables the efficient maintenance of employee data, preventing duplication since both systems are synced. It saves considerable time for HR since a single process does everything. By removing discrepancies throughout all connected systems, automated processes aid in ensuring data consistency and accuracy.

What next!

Hopefully, the uses and advantages of an LMS are now clear to you. An HRMS system enables you to streamline data management, improve communication with your workforce, establish a positive tone from the outset, and train employees efficiently. This implies that selecting the appropriate learning management software will be a critical choice for your business.

Engagedly’s LMS is the HRMS you need to simplify a variety of HR processes, right from day one of an employee’s activities, and any other operations that come under the umbrella of Human Resources.


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Employee Management: Dealing With Awkward Situations At Office

Have you ever been in a situation where you really wanted it to be over already because it was too embarrassing? Well, welcome to the club! We all have been there at least once.

Continue reading “Employee Management: Dealing With Awkward Situations At Office”

Chart Topping HR Moves: Unveiling Lessons from Taylor Swift’s Eras Tour

The dynamic world of music produces several prodigies with shimmering melodies against the backdrop of time. Taylor Swift is an ode to a transformational odyssey of success – from her delightful debut hits to her recent releases. Yet, it resonates within the dynamic landscape of Human Resources. The enthralling tale of Taylor Swift’s Eras Tour discovers the artistic parallels between her highest-grossing $1 billion shows and HR implications.

HR can discover its hymn of innovation, adaptation, and empowerment just as Swift’s music carries listeners through several eras. Although primarily related to the music industry, Taylor Swift’s Eras Tour has surprisingly influenced the human resources field too. The tour motivates HR professionals to infuse audience engagement, community building, and a strategic approach to reinvention into their daily work.

What Do the “Starlight” Trends Say?

Wondering what is the impact of the Eras Tour? Since Taylor Swift’s Eras Tour began in March, arenas across the globe are pouring in with Swifties. She has performed in front of record-breaking audiences – even those without tickets have circled stadiums to take in the magnificent vibe.

According to Bloomberg, the Eras Tour performances will generate more than $10 million each, with concert tickets making between $11 million and $12 million. The global tour adventure consists of 106 mesmerizing shows so far. Behind the scenes, a financial masterpiece unfolds – venue tweaks, streamlined team, and promoter prowess yield $5.7 million nightly profit, trumping 48% of the NBA’s annual earnings. Yet, brace for a larger impact, as rumors hint at a mind-boggling $4.6 billion economic influence.

From Concerts to Culture: Taylor Swift’s Eras Tour Echoes in HR

Any brand or person struggles to stay current, engaging, and relevant; for an artist to do so in a competitive field and society that wants you to fail takes incredible fortitude. Swift always keeps fans at the edge – any album, single, music video, short film, or tour date can drop any minute in the Swiftie World.

Moreover, the Grammy winner has repeatedly proven that she is here to stay – by releasing 4 full-length albums in a pandemic year and re-recording her previous albums while on a sold-out tour. Internal communication and human resource experts should take note of the innovative strategies for the record release.

So, how did Taylor Swift impact the HR world?

Evolving HR Encores

Evolving HR Encores

Taylor has experienced many life stages, a.k.a. the life of Eras, and has chronicled many of them in her poems, ballads, videos, and pop songs. Her path has been like a chameleon dancing in the spotlight, changing appearances with growth and wisdom. Her transformation into several versions of herself according to the particular stage of her life has demonstrated real evolution.

Evolution is fascinating and unsettling, necessitating acceptance of your experiences. It requires evaluating them and selecting what to bring with you into the upcoming season.

Similarly, ecosystems within businesses are ever-changing. Imitating the tour’s key HR tactics ensures that organizations thrive in the face of change. HR must focus on finding lessons in the past, deciding what to bring into the new path, and realizing the old rituals and practices that still benefit the new. Your change-ready employees will almost always support the new plans in the organization.

Also Read: Strategic Workforce Planning: Aligning Human Resources With Business Goals

Embracing Change and Strategizing to Shake It Off

Taylor Swift’s Eras Tour made a sensible tactical change in her marketing graph. She revamped the notion of using nostalgic albums as an income source while going on a stadium tour worldwide. Her team was quickly on board with this idea and supported her vision to face the new challenge in the entertainment industry headfirst.

Similarly, employers and HR officials must consider the strategy adjustments to address the new employee engagement problems brought on by Covid-19. Businesses leading these conversations will position better to weather the storm.

Many human resource and internal communication teams have been in crisis communication mode since the pandemic first hit. Your employee engagement strategy must ensure and update several issues, such as:

  • the lack of leadership visibility at work
  • the shifting emphasis within the employee value proposition
  • the difficulties and practicalities of reopening workplaces
  • issues of fairness regarding WFH
  • new mental health needs

Moreover, a deeper understanding that employees are the best asset is the bedrock of the new outlook. Just like Swift knowing each Eras Tour’s truck driver’s name and handing them bonuses of $100,000 each, many CEOs now know the significance of understanding the needs of their employees. They recognize them as people rather than just numbers on a spreadsheet.

Decoding the Employee Needs in Style

Decoding the Employee Needs in Style

Taylor Swift’s impact on HR extends toward understanding employee requirements. The recent tour reflects a workplace with a blend of empathy and efficiency. Swift acknowledged that listeners demand change. Glossy pop with bombastic visuals is out of style due to short attention spans, being cooped up at home, and being deeply affected by a global epidemic.

She offered the public what they wanted – new Taylor Swift songs to enjoy and analyze – by releasing two brand-new albums, folklore, and Evermore, to a captive audience who might have gotten weary of listening to her previous album, Lover on-repeat. Then, she announced the much-awaited Taylor Swift’s Eras Tour and gave in to the demands of her audience, waiting for 5 years to see her ruling stadiums.

Taylor Swift sings about not understanding in exile: relating to repeated actions with the same result. Similarly, employees have recently expressed a desire for clarification and modernization. Being a mere statistic or number in your firm is one of the most demotivating experiences you can undergo. However, that was the only way businesses interacted with their staff for a long time.

Earlier, communications were impersonal and occasionally even third-person written. However, employees now demand information on their performance, the company’s position, career advancement opportunities, and more. It is refreshing to see improvements as more HR departments adopt human-centered communication strategies. It is a way to reinvent themselves as “people teams.”

Also Read: Bridging Cultural Gaps Through Effective Intercultural Communication

Taylor-Made Art of Community-Building

Swift’s fan base exemplifies a vibrant community. It feeds on interpersonal connections and belongingness. Moreover, she keeps coming up with creative micro-moments to interact with people. The precious moments can be through social media, having fans figure out the mystery of her new album, or sending personalized handwritten notes when shipping her merchandise.

The key lesson is she values her audience and sees them as intelligent individuals. HR can use this creative strategy to build internal communities and networks. It promotes employee cooperation and mentoring. It is the HR team’s responsibility to think proactively about the changing environment. One-on-one interviews usually capture more sensitive and nuanced input, although surveys will work in a pinch to gauge public opinion.

The gold standard for many years was to question staff members once a year about how they were faring and what they understood about the organization’s strategy. Many HR professionals acknowledge their capacity to help and nurture people so they can be their best selves.

Additionally, the dynamics between HR and company employees are changing. Human resources used to be something that employees avoided. However, today, workers recognize HR as a genuine professional and personal development resource. The Swift team knows that knowledge leads to trust, and trust ensures good transformation.

Enchanting the Curious Eye: Where Novelty Meets All Too Well

employee experience (1)

Studies suggest we are intuitively attentive toward something new or surprising in our surroundings. Swift capitalized on the power of difference by deviating from her tried-and-true promotional technique that generally precedes a new release. Instead, she quietly released her new record, giving fans mere hours to anticipate the album’s magnificence and arousing more interest than it otherwise might have.

Moreover, the brilliant skill and careful preparation of the Eras Tour showcased a spectacular execution of each era’s theme and performance. Similarly, HR must encourage employees to participate in upskilling to stay competitive in an evolving workplace. Additionally, the memorable and engaging events by Swift’s Eras Tour highlight the value of employee experience. Workplaces must prioritize well-being and offer developmental chances, garnering a feeling of belonging with HR in mind.

Also Read: Boost Your Employee Experience for a Better Customer Experience

The Love Song of Bonuses

Swift reportedly paid 10 times what other artists pay as incentives to all show employees – dancers, sound engineers, riggers, and caterers. It may be another factor in Swift’s popularity.

Nobody ever accomplishes anything good on their own; moving the equipment from one city to the next requires 50 truck drivers. Hundreds of workers are needed to put up the display. Employment is fundamentally a business transaction. Your workers toil away for money. Paying them good salaries, providing reasonable insurance for their families, and balancing other important benefits are key to retaining employees.

A Lasting Overture Inspired by Taylor Swift’s Eras Tour 

So, how successful is Taylor Swift’s Eras tour? Taylor Swift’s all-encompassing strategy demonstrates how beyond the transactional side, influential HR fosters a sense of purpose, belonging, and gratitude among employees. An organization thrives when HR acknowledges and supports the innate value each person contributes to the table, just as Swift’s show depends on the collaborative work of numerous roles.

Ready to “Begin Again” and nurture employee engagement at your workplace? Explore Engagedly and find innovative tools and suites to heighten your business’s growth and performance management today!



Frequently Asked Questions

Q1. Why is novelty significant in employee engagement?

Ans. A well-functioning workplace ensures regular interactions and creative inputs to engage employees. The unique activities and challenges intrigue employee productivity, creating a dynamic, exciting work environment.

Q2. How does Taylor Swift’s Eras tour depict top-notch HR practices?

Ans. The immaculate implementation of Taylor Swift’s Eras Tour is a testament to a top-notch HR team. Only an efficient HR team can seamlessly organize several tasks – selling tickets and merchandise, safekeeping outfits, fixing issues, and more – in a jam-packed concert. Additionally, gratitude actions like bonuses reflect HR’s responsibility in building teamwork and appreciating contributions.

Q3. How does the Taylor Swift Eras tour HR team reflect employee satisfaction?

Ans. Taylor Swift and her team recently appreciated and recognized each contributor for the tour, from dancers to caterers. The employee bonuses and diversity of Swift’s team demonstrated the value of appreciating each behind-the-scenes worker. The gesture promoted job satisfaction and contentment among the hired staff.


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5 Ways How Effective HR Management Helps Business Growth

Human resources are the driving force behind the success of any business, and they are the ones who do the physical and mental work. Human resources ensure that all the functions in the business are running in the way they should. Business of any size needs efficient HR management to get the best optimal results from its employees. Human resource management involves all business management decisions that affect the relationship between the employees and the organization. 

Using Payroll and HR Software, an organization can improve its ability to find the best-fit candidate from the huge list of applicants without any bias. 

Importance of Human Resource Management in business

Importance of HRM

The growth of the company is wholly dependent on its employees, and human resource management is an important part of increasing and sustaining the health of the business. To make the company stay competitive in the business, HR managers play an important role in recruiting the right talent into the business. 

Apart from recruiting the candidates, HR management also ensures benefits and salaries are fair, keep employees satisfied in their job, and make personalized tasks. HR management assists the employees with the right training, HR courses, and also other developments needed to meet the objectives. Here is the list of 5 effective ways an effective human resource management can help the business grow.

Also read: The Significance Of Having an HRM Software In Your Organization

Hiring and retaining the best talent

For any company, expansion, and success depend on its ability to hire and keep top talents. According to an earlier survey, businesses with effective talent recruitment strategies had 3.5 times more revenue growth than those that don’t have strategies.  

To successfully overcome the challenges of a business environment that is ever-changing, it is important to develop a diversified and talented team. An organization’s efficiency, customer happiness, ability to compete in the market, and more can be improved by having highly skilled and motivated employees.

Effective recruitment and retention methods often have the important side effect of reducing the turnover of employees. Replacing an employee might cost anywhere between one and a half and two times that person’s annual income. Businesses can attract and keep top talent, which is necessary for long-term success, by investing in effective recruitment and retention methods.  

HR management is important in this process because it helps identify applicants with the necessary education and work history. Businesses are better able to meet the demands of a quickly evolving business environment and retain top talent when they have a robust and diversified staff.

Employee turnover

Planning, management, training, and benefits reduce retention rates and increase recruiting costs. Project delays, productivity losses, training obligations, and a negative effect on team morale are ways employees find it better to leave the job, which can hurt the firm.  

By putting the right programs in place and using HR planning, you can increase your ability to retain employees. Through the use of employee satisfaction surveys, clear policies and procedures, and programs to boost morale, you can improve employee satisfaction. 

Salaries also play an important role in employee turnover. By ensuring that the right salaries are paid to the employees, the credibility of the organization will increase among the employees. So look for the best Payroll Software and incorporate it into your organization for effective payroll management.

Also read: Here’s How An HRM Software Can Benefit You

Developing new talent

Your HR team must create an employee onboarding process to welcome your new employee. They will benefit from this by gaining the required abilities and organizational knowledge. If you instill the ideas of cooperation, openness, and constant progress sooner for the new hires, the results will be better. 

Having work procedures, protocols, and guidelines that promote a satisfying working environment is important. Each worker will have to become an expert in the techniques and methods particular to their job. 

HR should provide informational guides, select people to oversee new recruits, standardize employee training, and do other things. Having such a process in place will enable new hires to focus more on doing well in their new roles. 

Performance evaluation and employee development

Performance evaluation and employee development

One of the most important components of an HR management strategy for company success is performance management and employee development. A reliable performance management system is needed to track staff progress. 

You can track an employee’s performance, compare it, and understand their strengths and areas for development as part of keeping records of their development. The implementation of the performance management system should fall under the HR department.  

Data from a performance management system can provide an amount of knowledge about a worker’s objectives and potential career paths. This also includes how important perks and benefits are given to the employees according to their performance. 

Creating incentive and recognition programs provides employees with a sense of value and boosts employee retention. You can use Payroll Software to make correct payments and other benefits to employees based on their performance. 

Also read: 6 Most Important Takeaways From 20 of the Biggest Productivity Studies

Provides business strategy

HRM for business strategy

Successful businesses must have a futuristic business plan as it helps the organization’s human resources match its objectives. An essential part of the business strategy process is played by the HR function, which also develops and implements programs to help employees get and develop the skills and competencies. 

The business strategy involves analyzing the future of the business and market, competitor analysis, and resources required for the new business plan. To work on business strategy goals, HR can make sure they have the right people in the right roles to achieve their objectives by coordinating their activities. 

Apart from assisting businesses in remaining competitive in a continuously evolving business environment, this also gives the company a clear direction and vision to work.

Final thoughts

HR is an important driver of growth and helps to compete in the market. For leveraging the full benefits of HR management HR Software can be the right choice. They help in attracting and retaining talent, managing and mitigating tasks, and more that helps businesses to compete and grow in the market. Always remember that investing in HR software is not about cost but an opportunity that helps businesses to succeed. 



Frequently Asked Questions

Q1. How can the HR management function help a business?

Ans. HR management plays a vital role in businesses by overseeing recruitment, employee development, performance evaluation, and fostering a positive workplace culture. It ensures compliance with labor laws, resolves conflicts, and aligns HR strategies with business objectives, ultimately contributing to enhanced employee satisfaction, productivity, and overall company success.

Q2. Ways in which HR Management will be useful for a business:

Ans. HR Management offers valuable support to businesses through effective recruitment, skill development, performance management, and fostering a positive work environment. It ensures legal compliance, resolves issues, and aligns HR strategies with business goals, leading to increased employee satisfaction, productivity, and overall organizational success.

Q3. What is Human Resource Management?

Ans. Human Resource Management (HRM) is the strategic practice of overseeing an organization’s workforce. It involves tasks such as recruitment, employee training, performance evaluation, and fostering a positive work environment. HRM ensures compliance with labor laws and aligns human resource strategies with the company’s goals to optimize employee satisfaction and overall business success.

 


Author: Ravi Varma

I am Ravi Varma, A Digital Expert and blogger at We Suggest Software – A Leading Software Reviews and recommendations Platform Worldwide.


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Can AI Reduce Discrimination in the Recruitment Process?

In recent years, the integration and expansion of artificial intelligence (AI) in recruitment will be one of the top HR tech trends in 2023. The world has been praising AI as revolutionary to the hiring process, thanks to its potential to enhance efficiency, minimize human bias, and increase diversity in the workforce. 

However, like any innovation, implementing AI in the recruitment space comes with challenges. We’ll explore the advantages and disadvantages of using AI to reduce discrimination and foster impartial decision-making in the hiring process.

The advantages of AI 

AI advantages

Objective screening of thousands of resumes 

AI-powered recruitment tools are capable of conducting initial screenings based solely on the qualifications and skills of applicants. By analyzing specific criteria through keywords without any knowledge of personal attributes, AI systems help ensure a more objective evaluation of candidates

Additionally, AI takes the tedious aspect out of screening hundreds of resumes by automating the screening process. AI-powered applicant tracking systems (ATS) are increasingly used to do this so hiring managers can find qualified candidates more quickly and easily. 

In fact, ATS allows you to search and filter applicants by using – or excluding – specific keywords so you can choose from a smaller pool of qualified candidates. This capability ultimately shortens the hiring process. 

Also read: 5 Ways You Can Use AI in Sales

Limiting unconscious bias 

Human decision-making is often influenced by unconscious biases, which can unconsciously lead to discriminatory hiring practices. As an example, 71% of recruiters admit they rejected a candidate because of their LinkedIn profile picture at least once. AI, being an impartial algorithm, helps eliminate these biases and the possibility of prejudice affecting the hiring decision. 

Incorporating AI into the recruitment process can also play a crucial role in supporting a robust diversity recruiting strategy. By removing the possibility of bias at the early stages of candidate selection, AI allows companies to focus on qualifications and skills, opening up opportunities for a more diverse range of candidates to be considered for the positions.

This in turn allows for greater diversity in the pool of applicants and can limit bias influencing during the early-stage candidate selection. So while hiring managers can eliminate resumes based on lack of qualifications, skills, or even location, factors such as gender and ethnicity won’t enter the hiring decision at this point. 

 AI has the potential to break the cycle of discriminatory hiring practices many companies are trying to break free of, but there’s one caveat: AI is only as strong as its data learning. 

Also read: Use of AI in Performance Reviews

The disadvantages of AI today

AI disadvantages

Algorithmic bias isn’t completely eliminated – yet

Despite its potential for impartiality and its ability to limit humans’ unconscious biases, AI isn’t completely immune to it. Because AI systems learn from humans, there are times when AI has expressed bias because of the training data used to develop its model.

Algorithmic bias is due to several factors, including biased training data, flawed algorithms, and inadequate diversity in the development teams. While AI training will improve over time as these root causes are addressed, it’s important that individuals in decision-making roles stay vigilant when selecting candidates. 

Lack of contextual understanding

Although AI is highly capable of analyzing structured data and can help hiring managers sift through resumes based on keywords, it often lacks the ability to understand profiles with an atypical background. This is due to its inability to understand the complexity and the subtlety of human experiences.

Such a shortcoming can lead to misinterpreting candidate qualifications, eventually leading to discrimination. Contextual understanding is essential in assessing a candidate’s potential, especially for positions that require unique skills or adaptability. To ensure hiring managers are making the fairest evaluations they can, it’s essential to acknowledge AI’s limits in interpreting human experiences and emotions. 

Also read: Performance Evaluation Software For The Healthcare Sector

Compounded effects of incomplete data in AI learning

As mentioned earlier, AI systems rely heavily on training data to make predictions and decisions. If the training data is incomplete or biased, it can further perpetuate human-taught biases and slow down progress to make the workplace more diverse and inclusive. 

Additionally, there could be essential points missing from the data used in training, which can lead to inadequate evaluations due to the AI’s misunderstanding of a given situation. This further perpetuates instances of discrimination.

Lack of human connection

AI-driven recruitment processes can lack the human touch that candidates appreciate during interactions, which may make them feel disengaged if their initial interactions are solely with AI systems. This feeling of disengagement could potentially impact their perception of the company’s culture and values, negatively affecting the company’s ability to identify and hire top talent. 

According to a study conducted by Resume Genius, 78% of survey respondents believed that no recruitment process should be conducted without a human who coordinates it. After all, many candidates aren’t driven by the need to fulfill a job’s basic requirements and qualifications, but they are interested in additional factors such as values, personal drive, work ethic, and how they align with the company’s mission.  

The lack of human connection could remove these factors from the initial candidate filtering process, potentially affecting the quality of the AI-selected candidates.

Ethical concerns surrounding AI learning

The use of AI in recruitment raises ethical questions, particularly regarding privacy, data protection, and transparency. AI systems may process sensitive personal information, and companies must ensure compliance with data regulations to maintain trust with candidates.

While a lack of human connection may not be a factor AI can ever learn to overcome, there are solutions to ensure AI can surmount its current limitations in the career space. This includes using diverse and representative training data to limit biases and create a fairer and more inclusive candidate experience, and continuously monitoring and evaluating AI algorithms.

Also read: Hello from Marissa™ AI – Your AI Enablement Coach

Companies should be ready to continuously analyze and evaluate AI performance so as to take corrective action accordingly. By implementing ongoing monitoring and evaluation mechanisms, companies can ensure that AI systems remain aligned with diversity and inclusion goals.

AI offers promising advantages in reducing discrimination in the recruitment process, including objective screening, limited unconscious bias, enhanced candidate matching, and consistency in decision-making. However, addressing AI’s current challenges such as algorithmic bias, lack of contextual understanding, and incomplete data is essential to maximize its potential for creating a more diverse and people-centric workplace. overall performance management system.

 



Frequently Asked Questions

Q1. Why use AI for Recruitment?

Ans. Discover the Benefits of Using AI for Recruitment. Streamline your hiring process, improve candidate matching, and save time with AI-powered tools. Learn how artificial intelligence enhances recruitment outcomes.

Q2. How to reduce the effects of AI bias in hiring?

Ans. To reduce AI bias in hiring, start by diversifying your training data, testing algorithms for bias, and regularly refining the model. Implement transparency, offer human oversight, and promote continuous monitoring. These steps help create fairer and more equitable hiring practices using AI.

Q3. Can artificial intelligence reduce hiring bias?

Ans. Yes, artificial intelligence can help reduce hiring bias. By analyzing data objectively, AI can minimize human biases that often influence hiring decisions. Implementing AI tools that anonymize candidate information, standardize evaluations, and monitor for fairness can lead to more equitable and unbiased recruitment processes.


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AI hiring bias examples

How HR and People Strategy Leaders are Responding to Pay Equity

The turbulence of 2020 has highlighted employee well-being and mental health (68%), along with diversity, equity, and inclusion (67%), as priority issues for HR.

When it comes to HR’s role in pay equity, delivering fair pay and abiding by pay equality laws are essential objectives.

The compensation offering is the first step in the bag of the human resources’ responsibilities to ensure pay equity.

The U.S. Department of Labor reports that across almost all industries and job titles, women regularly earn considerably less than their male counterparts in the same occupation. Other variables affecting the employee pay gap are age, race, industry, and geography.

Let’s understand pay equity in detail and how HR and leaders deal with the new rule.

Pay Equity – What Is It?

The legislation on pay equality states that all workers, regardless of race, gender, ethnicity, age, or religion, should be paid equally for work of similar value. Both male and female administrative assistants in a company should be paid equally unless there is a legitimate cause for the opposite. There may sometimes be good reasons for compensation differences, including skills, experience, qualifications, etc.

The overall gender pay gap worldwide in 2023 was 0.83, meaning that women made 0.83 times as much as men. Women’s pay was the main concern when the pay equity movement began, and it remains so now. Nevertheless, other forms of pay discrimination are covered by law in several areas.

Importance of Pay Equity

Importance of Pay Equity

Pay equity is crucial because, without it, certain sections of people are paid less than their peers for unfair reasons. This practice impacts a person’s capacity to build wealth, borrow money, and advance social standing. You may draw in a diverse workforce and lower turnover by establishing a workplace that supports pay equity.

Equal compensation for equal effort may also assist you in increasing employee loyalty and your labor pool of candidates. Let’s dive into reasons why pay equity is important:

Builds a positive workplace culture

Pay equity must be instilled over time in your business culture. Regular evaluations can show how far your business has come in attaining pay equity. For your business to fulfill its objective of fostering equity within its culture, some areas must be modified, like hiring methods, promotion processes, and performance evaluation methodologies.

Employers who want to promote a pay equity culture inside their company should consider implementing HR strategies such as performance evaluation, strategies, and more that result in creating a supportive & positive workplace culture.

Ensures compliance with laws and regulations

A minimum pay requirement must be established by an organization per The Minimum Wages Act to protect workers from exploitation while promoting social justice. Moreover, the Equal Remuneration Act of 1976 mandates wage equity. SMBs (small and medium businesses) must follow local and state pay equality rules to prevent employee-driven lawsuits and fines by adhering to these laws.

Also Read: A Step-by-Step Guide to Advancing DEI in Organizations

Boosts organizational productivity

Equity in compensation has many important advantages, one of which is that it increases organizational productivity and efficiency. Pay equity fosters a sense of value in employees, making them more engaged and productive. Additionally, it may improve workplace morale and foster a collaborative environment where staff members feel appreciated for their work.

Helps retain talented employees

Employees are less likely to remain in their positions for a long time when there is pay inequality in a company. However, when pay parity is created, it provides a foundation for loyalty and trust between an employee and employer. Businesses with strict pay equity practices typically have lower turnover. Retention enables them to cut down on the expense of recruiting and training new hires, improving their bottom line. 

Ensures fair policies and practices

Acquiring pay equity boosts employee morale. It encourages equality and justice throughout the entire workforce. Pay equity ensures that all workers receive fair treatment and that their contributions to the company are appreciated equally. This promotes a more fair and equitable workplace.

Challenges Faced by HR & People Leaders for Pay Equity

Challenges in the face of Pay Equity

Organizations must take into account the fact that men are more prone than women to negotiate greater compensation. This “ask gap” may initially lead to compensation disparities, which can grow over time. The challenging practical and psychological facets of pay transparency are beyond the capabilities of HR and people leaders

Adjusting to pay transparency

Talking about pay and benefits can be unpleasant. A “don’t ask, don’t tell” approach has historically covered pay disparities and restricted transparency of workplace compensation. Greater transparency regarding compensation is a topic that particularly interests younger workers. 89% of Gen Zers feel comfortable discussing wages, compared to 53% of baby boomers.

Thus, managers must receive training on discussing pay equity, bonuses, raises, and other topics. Recruiters must be confident that their offers are fair to candidates and that they aren’t violating any rules before interacting with them.

Also Read: Should We Link Performance Reviews to Pay Rises?

Conducting regular audits

External professionals help analyze a business better than the management working in the same company for years. Therefore, HR and people strategy leaders increasingly undertake pay equity audits within their companies to find potential pay gaps.

In these audits, salary information is examined to see whether there are any pay discrepancies between employees of various genders, races, or other characteristics. A more transparent and equitable compensation system is made possible by recognizing and eliminating such inequalities.

Getting rid of prejudice in hiring and promotion

Pay discrepancies over time result from prejudices in recruiting and promotion procedures. To eliminate this, HR executives use blind hiring practices, which involve removing identifying details from resumes during the first screening, such as names, genders, and nationalities. They do this to guarantee that candidates are only assessed based on their credentials and abilities.

Similarly, encouraging diversity and inclusion at all organizational levels can lessen biases and result in a more balanced workforce.

Meeting stakeholders’ expectations

HR directors must examine the current pay policies and procedures to look for biases and discriminatory behaviors. They must carefully collaborate with legal professionals to ensure pay practices comply with pertinent labor laws and regulations.

Meeting the varied expectations of regulators, employees, and stakeholders from the business ecosystem poses an ongoing challenge as companies become more actively involved in promoting pay parity.

Best Practices for Fair Pay

Best practices of Pay Equity

You must first acknowledge that pay injustice exists if you wish to prevent it in your company. Then, to eliminate such injustice, the best practices for fair pay are:

  1. Engage in DEI (Diversity, Equity, and Inclusion) at workA DEI strategy must include pay equity and transparency. DEI at work is greatly enhanced by eliminating the pay gap for historically underpaid groups.
  2. Compare input and output Review each employee’s pay yearly and compare it with how much they provide to the business. Make any necessary changes to boost equity.
  3. Review the latest pay trends Track industry standards to develop hiring and compensation procedures that adhere to industry norms.
  4. Exercise transparency pay Transparency means not keeping your employees’ salaries a secret. People who see how much their coworkers make feel encouraged to voice their concerns regarding unfair pay.
  5. Set up pay scales By using a wage band system, you can establish uniform pay scales based on the status of the positions held within your organization. With this tiered structure, salary can be more consistently determined by characteristics specific to the work rather than demographics.
Also Read: The Effects of Remote Work on Fair Labor Laws

Summing Up

Unlike state and local governments, which are now reviewing their rules to address the gender wage gap, federal pay equality regulations have been in effect for decades. Your company might avoid unfavorable litigation and ruined reputation by supporting the correct pay equity norms. You might even become a model of corporate accountability and leadership, which will help attract top talent to your company.

Thousands of enterprises rely on Engagedly to manage their most important resource: their employees. Engagedly’s individualized support and user-friendly, scalable technology simplify people management, giving our clients peace of mind to concentrate on what they do best.



Frequently Asked Questions

Q1. Why is pay equity so important?

Ans. Pay equity is essential for a business’s bottom line and social responsibility. Fair pay policies could allow employers to:

  • Avoid employees filing a discrimination lawsuit
  • Boost productivity and morale
  • Lower workforce churn
  • Attract new, skilled employees

Q2. What is the Equal Pay Act?

Ans. The Equal Pay Act for Equal Work Amendment prevents salary discrimination based on gender. It applies to men and women working for the same business with essentially equivalent positions and includes all forms of compensation.

Q3. Why should organizations address pay inequality? 

Ans. Legislative obligations, board pressure, and competition for good talent are just a few reasons to address pay equity. Employers may boost efficiency, innovation, and production by ensuring employees are paid fairly. Doing so will help them recruit the finest talent, lower employee turnover, and promote employee engagement. This is a basic requirement of HR’s role in pay equity.

Q4. What is HR’s role in pay equity?

Ans. HR’s role in pay equity involves ensuring fair and unbiased compensation practices within an organization. This includes analyzing salary data, identifying and rectifying wage gaps, implementing non-discriminatory pay structures, and promoting transparency to achieve equal pay for all employees.


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Complete Guide by HR Experts: Best Practices for Effective Onboarding

Employee onboarding is one of the most crucial steps in the hiring process. The critical onboarding process ensures new hires have the information, abilities, and attitude necessary to fit in with the company. Onboarding best practices entail giving a new hire the resources and knowledge to contribute effectively to the team and introducing them to the company and its culture.

According to the statistics on customer service onboarding, companies with the best onboarding process experienced a 60% increase in revenue from the previous year. Onboarding is also the first brand impression an employee gets; if it’s bad, employees won’t stay long.

It is estimated that 17% of employees quit between the first and third months of a new job if they don’t experience a good onboarding process.

Thus, it is crucial for HR professionals to create an effective onboarding process for the company’s growth. We have compiled a new employee onboarding guide to help you understand the best onboarding practices.

What Is the Onboarding Process?

A new hire should pay close attention to onboarding since it is their first experience getting to know the organizational values and their team members. Employee onboarding is meant to familiarize them with all the required tools, bring them up to speed on important initiatives, and prepare them for success in their new position.

The best method to welcome and keep new staff is to have a solid onboarding procedure.

As per a survey, 33% of employees leave their jobs within the first 90 days, which raises the cost of recruiting and hiring.

With onboarding best practices, they are more likely to feel engaged with the organization, enhancing performance and motivating workers to stay with the firm longer.

Also Read: Onboarding Survey and How to Conduct it

Onboarding Best Practices Guide – Easy-to-Follow Steps

The onboarding process is one of the most important aspects of ensuring newly hired personnel will be successful, satisfied workers. One study found that 51% of workers would go “above and beyond” at work if they had a positive onboarding experience. So, here is the onboarding process checklist for making your new hires’ onboarding process smoother:

Optimize the hiring process

Optimize the hiring process

To remain competitive in a difficult, candidate-driven job market, it is essential to identify ineffective and outdated processes. You don’t want to make a poor first impression on new joiners.

According to Forbes, 88% of the workforce think they don’t receive a quality onboarding program.

Many HR professionals make the common mistake of not contacting the employee after sending them the offer letter. As a result, it gives the candidate the impression that the management is not interested in taking the hiring process forward. Thus, ensure staying in touch with candidates before, during, and after onboarding to alleviate their fears regarding the job.

Additionally, you should begin onboarding when your employee receives their offer letter. Giving new employees access to the necessary resources for performance, such as laptops, internet connection, and more, can help you create a positive impression on candidates, so ensure everything is set up in advance. For example:

  • Keep the employee’s workstation ready.
  • Get all the paperwork done before joining.
  • Set up their work email and login credentials. 
  • Ask them for all the necessary information you require, such as their address, phone number, emergency contact information, etc. 
Also Read: Hiring Advice: Staffing and Employment Trends for 2023

Welcome the new hires

Expressing special gratitude to employees for joining your company would be excellent. Making new hires feel at home and comfortable in their new surroundings is your responsibility and the finest practice for your onboarding.

Your new hires will undoubtedly undergo numerous paperwork on their first day, so be patient and don’t rush anything. Moreover, ensure that new hires thoroughly understand the company’s processes. Whatever you do, let your welcome offerings showcase the company’s cultural identity.

Set up an orientation program

Set up an orientation program

Employee orientation is essential to ensure the new worker aligns with the company’s objectives. Accurate and thorough employee orientation is essential to giving employees the direction they need to approach their new work. Thus, create a written document or visual presentation that prospective employees can read to inform them about the company’s history and culture.

The new hire will likely lose interest if they are unprepared or confused about their task. To make employees confident and engaged, welcome and answer their questions and concerns.

Establish a thorough onboarding schedule

New employees will quickly lose motivation if they have no task to complete in the first few days. Therefore, it’s smart to plan and follow a predetermined timetable for each hire the first week before settling them into their regular tasks.

A detailed schedule aids in making new employees feel comfortable on their first day of work. Your onboarding calendar should include various activities to let new hires meet their coworkers and learn more about their team members and dynamics.

Assign a buddy mentor

Giving your new team member a buddy gives them a safe space to learn about your company’s procedures, work environment, and their day-to-day job. By designating a “buddy mentor,” you demonstrate to the employee that you are prepared to help them adapt to their new position and duties.

Newcomers must feel comfortable asking questions about the culture and team to their buddy mentor. Thus, it would be ideal if the mentor were a colleague rather than a direct manager or supervisor. Additionally, ensure the person you choose for this position has a helping attitude.

Also Read: Mentoring Complete Integration with Engagedly

Organize essential training

Organize essential training

Organizational training is essential because it enables new hires to become familiar with their surroundings, coworkers, and assigned tasks. Employees must have the resources to keep learning to advance their careers and provide fruitful outcomes for your company.

Employees can regularly attend frequent skills evaluations, structured training videos, certification programs, and lunch-and-learn seminars.

Schedule regular check-ins

A fantastic technique to make sure the onboarding procedure goes successfully is to schedule check-ins with the manager and the new employee in one-on-ones. HR personnel must be the new employee’s point of contact to whom they can ask difficult questions they might feel uncomfortable asking the management.

During the check-in, don’t forget to thank the employee for their contributions and ask if they require extra training or assistance regarding work. Regular check-ins can make a difference between an employee who stays on board for a long time and one who leaves early.

Also Read: Social Flow of Work: Enhance Digital Real-Time Collaboration with Engagedly

Get senior leaders involved

While new employees might not frequently engage with senior leaders, they must understand who they work for. Try to include senior team members as much as possible in the onboarding procedure.

The directors or senior managers might offer employees a tour of the office, take them out to lunch, provide a quick summary of the company’s history, or even lead a compulsory training session. Such quality time helps break down hierarchy barriers and increases openness and comfort in the workplace.

Get the new employee’s opinion

Get the new employee's opinion

Your new employee would usually be equipped with new perspectives and recent experiences from other businesses. Thus, asking them for input on your operations, procedures, and improvement areas might enhance your company’s onboarding. Additionally, with seamless feedback software, you may create surveys, allowing new hires to share their honest opinions anonymously.

Use technology to combat challenges

Employee connection and communication may suffer when working remotely. Thus, the role of HR in the onboarding process is crucial. Work efficiency and accountability are a couple of prevalent difficulties with remote workers.

It is crucial to give your remote workers the tools they need to succeed during the virtual onboarding process. With the help of remote work collaboration, the following easy recommendations might help employers recruit remote workers:

  • Invite the employee to a virtual welcoming meeting to introduce themselves to the team. 
  • Arrange a 2-week on-site orientation for the new remote worker if it is possible for them to arrive at the workplace. As a result, they will interact with everyone in person and get to know the company’s employees better.
  • Ensure your new employee has received and can set up any required equipment.
  • Consider recording training sessions so the new hire can review them later.
Also Read: 8 Best Strategies To Improve Global Remote Employee Experience

Summing Up

A successful onboarding process is essential for new employees. Smooth onboarding requires time, effort, and cross-departmental cooperation to make the new hire comfortable in your organization. Onboarding must be flexible to adapt to organizational changes. With onboarding best practices, you will prepare new employees for success, benefiting the business and the team.

Engagedly helps align and motivate employees to level up your workforce with ease. Among the best features of Engagedly are goal-setting, manager feedback, peer recognition, idea generation, knowledge sharing/e-learning, rewards, objectives alignment (OKR), and social performance. Our platform is the best-automated tool for promoting employee engagement effectively. Contact a consultation today!



Frequently Asked Questions

Q1. What is an onboarding checklist?

Ans. A way for hiring managers to organize the duties needed to support new hires during their first few weeks and months at a company is known as an onboarding checklist.

Q2. What makes onboarding crucial?

Ans. An onboarding program is crucial for getting new employees started in their careers with your company. It helps the company complete all employee-related formalities and formally introduce employees to the business.

Q3. What is a good onboarding procedure?

Ans. A good onboarding procedure involves the following:

  • A checklist officializing the hire
  • Concluding a background investigation if required
  • Determining the schedule and job responsibilities
  • Preparing and completing necessary new hire forms

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HR Virtual Summits 2023: Benefits, Importance, and Future

Virtual events have provided businesses and individuals with a socializing lifeline in a world turned upside down by the COVID-19 epidemic.

In 2022, 40% of corporate events were virtual, up 5% from 2020, according to a poll of marketers globally.

HR conferences were among the many offline activities that shifted to online in 2020. An organized event known as a “virtual summit” brings together staff members, clients, and stockholders worldwide in an online platform to discuss certain subjects related to their sector. This method has gained popularity and has become a potent tool for businesses and entrepreneurs. In this article, we will learn about what is HR virtual summit, its importance, takeaways, and more in detail.

What Is an HR Virtual Summit?

What Is an HR Virtual Summit

HR virtual summit is the largest virtual event in the world, connecting and elevating HR professionals. The virtual HR summit’s main focus is developing HR leaders’ executive presence. This online conference aims to equip HR leaders with the resources and encouragement to transform their teams and businesses.

These summits don’t involve travel, and the financial investment is minimal. Therefore, new and existing businesses may take advantage of the chance to expand their networks and communicate with a wide audience. HR virtual summit focuses on high-quality educational materials and speaker sessions rather than promotional content.

It is imperative to attend these conferences to gain insight into how to adjust to today’s rapidly evolving work environment from HR specialists who are experienced in the industry.

Also read: 7 Examples of People Operations OKRs/ HR OKRs

Future of HR Virtual Summit

According to Gartner, remote work and shifting worker demographics will cause in-person meetings to decline from 60% to 25% by 2024. By 2028, the market for virtual events will likely rise at a compound annual growth rate of 23.7% from its estimated value of $114.12 billion in 2021.

With such technological changes, HR is also witnessing a highly observed transformation where tech tools and human innovation combine to exponentially increase HR’s business influence. Rapid technology breakthroughs continue to change the business landscape. The HR virtual summit is emerging as a source of knowledge and inspiration.

HR virtual summit intends to spark a revolutionary transformation in how we work, using the power of technology and unleashing the enormous potential of the human workforce.

Importance of HR Virtual Summit

HR Virtual Summit Importance

HR virtual summit provides excellent opportunities to advance your professional growth and improve your company’s HR procedures. There are many benefits of the HR virtual summit, like the following:

Showcases Industry Expertise

HR events are a fantastic way to increase your understanding of the field. Esteemed experienced professionals from reputed companies talk at the greatest HR conferences. These workshops offer insightful information about top-tier HR procedures.

You can move outside the cocoon of your firm and acquire a comprehensive understanding of the sector by interacting with HR experts in industries other than yours. Continually expanding your knowledge will increase your value proposition to your company.

According to a UK study, 89% of employers believe successful employees must be able to learn new things throughout their lives.

Saves Money and Time

While face-to-face interaction is lost in a virtual summit, the session can provide a more practical means of participating. For instance, you can participate in the sessions from anywhere as the entire event is online. As a result, attending a summit no longer requires troublesome and time-consuming travel, dressing up, or focusing an entire day’s schedule on the seminar.

Virtual summits allow you to watch the sessions while participating in all the discussion areas. Additionally, with a virtual HR summit, entering and exiting any online event spaces, networking lounges, and session rooms is simple.

Expands Your Professional Network

Networking with people in your industry is essential, as these relationships might help you and your business in the future with advice, finances, marketing, and more. Consider the HR virtual summit a chance to strike up a dialogue with those in your business that you may not have previously had the opportunity to work with.

One can network with hundreds of HR specialists while learning about market trends, practical tactics, and revolutionizing practices. You can network with business executives at the HR virtual summit, get professional advice, schedule strategic meetings, and create contacts for future collaborations.

Also read: Communication Is The Key Through Any Crisis

Provides Access to Resources

One of the best online places to find relevant HR industry knowledge is virtual summits. Attending an HR virtual conference may teach you all you need to know about HR strategies from experts. You’ll study tried-and-true techniques, best practices, insider tactics, and professional guidance while receiving trustworthy, well-assembled resources.

Additionally, you can pick up fresh information through conversations with other participants and apply it to your operations and business circumstances. Since many online summits are free, you need only invest your time and effort to access useful information, tools, and insights.

Offers Workplace Solutions

The best virtual HR summit features top presenters who explore the most important issues HR faces and share their knowledge on addressing them. These topics addressed in the HR summit may be relevant to your company’s situation.

You can also observe the latest goods or services that HR tech businesses have to offer, thanks to the live demos presented at the virtual HR summit. Thus, when you return to work, you’ll have a brand-new set of solutions with fresh tactics and technology.

Takeaways from HR Virtual Summit

Takeaways from HR Virtual Summit

More than ever, organizations now require personnel who can make decisions quickly and flexibly to better respond to changing circumstances. Let’s look at the top four HR virtual summit takeaways that will help the entire HR industry:

Organizational structure should be powerful

High levels of staff retention and production and individuals exchanging fresh concepts and coming up with innovative ideas are characteristics of an appealing company. More businesses are having trouble filling vacant positions. Many employees have quit their occupations in large numbers during the past year; they now choose their organizations carefully and deliberately.

Effective leadership is about recognizing this trend and always developing your talents as a people leader – not just a business leader. You can’t just fire people, replace them, and believe your company will function effectively.

Also read: Gender Equality Challenges in Leadership and How to Overcome Them

Employees demand a safe workplace

Organizations must learn the significance of psychological safety and trust in the workplace. Psychological safety includes feeling secure enough to take risks and share ideas socially. In contrast, trust entails feeling at ease and being vulnerable with another person about your opinions.

Organizations should emphasize proactive leadership, good communication, and a commitment to DEI (diversity, equity, and inclusion) to foster trust and psychological safety. Educating managers on dealing with actions that weaken psychological safety and trust is crucial. Moreover, a thorough performance management system can enhance psychological safety and trust inside a company.

Use technology to innovate and stand out

Even while innovation is on the rise, some people (and organizations) are anxious about using too much technology at work. While the significance of manual touch in some work types exists, we cannot dismiss the time and cost savings that technology brings. It’s time for HR to comprehend the practical implications of adopting new technology.

HR departments must also discuss how advanced analytics may improve employee experience, provide a talent-centric perspective on problems, support laws, and regulations, and speed up internal operations.

Employ a human-centered approach

Building compassion, curiosity, and the courage to stay with employees during difficult emotional situations are the first steps in a human-centered approach. These abilities are fundamental to an organization’s culture, leadership development, well-being, and mental health. Since we have been taught that expressing vulnerability may be viewed as a weakness, people frequently conceal their feelings. In actuality, individuals must be open to vulnerability in all spheres of life, including their job. However, employees cannot do so unless their leaders exhibit this humanness, making the organization and teams robotic.

Summing Up

A virtual HR summit provides a collaborative environment stimulating networking and idea exchange with a carefully chosen program. This informative seminar includes interesting panel discussions, exciting keynote addresses, and interactive sessions. No matter how experienced or inexperienced you are in the HR field, participating in virtual summits has many benefits for you and your enterprise.

You may interact with and learn from industry experts, build your network, meet company executives and other key contacts, and receive access to useful (and usually free) content and resources. The best part is all this from the convenience of your home or workplace through online summits. 

When it comes to performance management trends, Engagedly is well-versed. All users, including employees, managers, CEOs, and administrators, can be engaged with our modern, customizable design. So, join us and level up your workforce with Engagedly!



Frequently Asked Questions

Q1. What is the importance of a virtual HR summit?

Ans. Through tailored networking opportunities and on-the-moment attendee insights, a virtual HR summit assists HR professionals in identifying future trends, setting priorities, seizing opportunities, and concentrating on important recruitment, hiring, and onboarding strategies.

Q2. Who can benefit from an HR virtual summit?

Ans. A virtual HR summit is designed for HR leaders who want to further their careers beyond HR certifications. People wishing to obtain knowledge from experienced colleagues and mentors who have successfully risen through the ranks in HR can sign up.

Q3. What is the future of virtual HR summits?

Ans. The HR domain is witnessing high technological changes. The HR virtual summit aims to use technology’s power and the huge potential of the human workforce to unleash a revolutionary change in how we work.

 


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What Is A Weekly Check In? Definition and Tips

Weekly check-ins are a great way to touch base with your team. They give managers and employees a chance to get on the same page without the stress of the check-in being treated like an actual meeting. Moreover, effective managers will use weekly check-ins to gain insight into how the employee works, what does not work, and what needs to change. And, considering the current times when most of the employees globally are still working from home, it is crucial to have weekly check-ins.

Continue reading “What Is A Weekly Check In? Definition and Tips”

What Is ‘Volunteer Time Off’: All You Need To Know

Volunteering is an important way for many people to give back to their community and help those in need. However, many who wish to volunteer full time are limited by job responsibilities and other commitments. In recent years, some companies have sought to address this issue by introducing “volunteer time off,” or VTO, policies that allow employees to take paid leave for volunteer work.

This emerging employee benefit is gaining traction as more employers recognize the personal and professional value of volunteering. By examining what volunteer time off entails and exploring how companies are implementing these programs, this article aims to provide insight into this growing trend and its potential to encourage greater civic engagement while supporting workforce happiness and well-being.

What is Volunteer Time Off?

Volunteer time off (VTO) is a paid leave allowing employees to support approved charitable organizations. This benefit enables organizations to attract potential employees by giving them the freedom to make a positive impact outside of work while still receiving their regular pay.

Employee time-off requests, volunteering activity standards, and how employees can gain permission for their requests must all be included in the Volunteer Time Off Program or policy. The organization must select Employee Volunteering Policy specifics that align with the organization’s objectives.

A small business may enable employees to use one day of vacation time each year to volunteer at a shelter, clean a roadway or beach, or work at a food bank. Larger companies may enable employees to take up to five days of voluntary time off per year.

Also read: 10 Reasons to use Goal Setting Software

Why Should a Company Implement VTO?

Our family, friends, society, and community provide us with so much. As a result, there is always time to contribute meaningfully to the community. It could take any shape, such as serving at a local voting station or a child’s school. The only thing that matters is that the employees work hard to make the community a better place.

Employees nowadays expect more from their jobs than just a good salary. A chance to make a tiny difference in the world goes a long way toward retaining outstanding talent. According to a study by Core Communications, over 75% of employees will stay with a firm that offers Paid volunteer time off policy to work for the greater good.

As a result, the desire to work for a socially responsible firm has taken hold, and employees are looking for companies where their personal ambitions fit with the companies. It also contributes to lower staff turnover.

Benefits of Providing Volunteer Time Off

Implementing the Employee Volunteer Program Policy has many advantages for a firm, including attracting and keeping top personnel in the industry. It enables employees to contribute back to the community while also improving their emotional and physical well-being.

Here are some of the most important advantages of Volunteer Time Off Best Practices.

  • Enhances mental well-being

Many businesses have embraced Volunteer Time Off Guidelines and put them in place to reap the benefits. It also helps in the betterment of their employees’ physical and emotional wellbeing. According to a study, after implementing Volunteer Time Off, a larger percentage of employees reported a happier mood and lower stress levels.

Employees who volunteer have been shown to have a higher feeling of overall happiness. It also keeps them motivated, which shows up in their work results. Volunteering employees have also stated that their blood pressure is under control, indicating that they are in good cardiovascular health.

  • New Skills Acquisition

Employees have the chance to learn new skills outside of the workplace. They gain hands-on experience in a new field, which helps them do their job perfectly in an organization. Employees who oversee or manage a volunteer training program are deemed to improve their leadership and communication abilities.

  • Gives a Sense of Direction

Volunteering offers employees a sense of purpose and allows them to see how their efforts are making a difference in people’s lives. It gives them a sense of belonging, achievement, and self-assurance. This feel-good effect boosts their mood and allows them to live happy lives.

If you’re wondering how to use volunteer time off, it’s a paid vacation during which employees are rewarded for hours spent volunteering in a community or nonprofit organization. As a result, this paid volunteer time off policy allows employees to conduct some good work for the community without losing their jobs.

How to Write a Successful Volunteer Time Off Policy?

One of the simplest policies to write is a VTO policy.

Step 1: Define your goals.

When you have an idea of what you want to do, you can start there and build your program around it.

Step 2: Obtain Management and Leadership Support

This is a crucial step that occurs twice: first when you create the policy and again when an employee requests VTO.

Managers may appreciate the requirement of a request form in advance. This gives them the information they need to alter their workload or fill in for shifts. As a team-building activity, offer that teams to take a half-day of VTO to perform a charitable project together.

Step 3: Make Time Tracking Official

Use a documented time tracking mechanism, as you do for PTO or sick leave, to eliminate the possibility of abuse. Keep the time in its own bank (whether it’s all given at the start of the year, on a service anniversary, or accrued throughout the year), so it doesn’t get mixed up with other time banks.

Decide how much VTO you’re willing to provide in hourly, half-day, or full-day increments.

Step 4: Create a Comprehensive Policy

Make the policy comprehensive and easy to grasp. Include:

  • Who may take part? (Are they required to be full-time employees? Is there a limited length of time they must have spent at your company? Are employees who are members of a union eligible?)
  • How much time is available?
  • What types of organizations are permitted and which are prohibited (For-profit corporations are prohibited, but do you allow VTO in political organizations?)
  • Are disciplined employees eligible?
  • What type of screening process (if any) do you need to evaluate the organization before approving VTO?
  • What kind of auditing (if any) would you do to ensure that VTO was utilized appropriately and in the permitted amount?
  • What kind of record-keeping is required, and who handles it?
  • Is there a form with the policy? Is it necessary to get VTO approval ahead of time? Who is it?
Also read: How to foster a positive work environment and reduce anxiety?

Best Practices to Frame Paid Volunteer Leave Policy

Before implementing a VTO program, businesses should think about a few things.

Who qualifies?

Are both part-time and full-time employees are eligible for this benefit? Will the organization’s rank and tenure be taken into account? Is there any type of performance or other criteria for receiving this benefit? For example, can an employee on a Performance Improvement Plan be able to take this type of leave?

Which organizations qualify?

Is it possible for employees to choose their own organization? For example, may they spend a day helping at their child’s school? Will the employer provide a list of groups that have been approved? Can employees help political organizations as volunteers?

It’s important to evaluate what restrictions may apply to choosing an organization. After all, if an employee chooses a company that is not in line with the company’s principles or one that is controversial or a source of hot debate, it can lead to a slew of issues.

What sorts of volunteer work are accepted?

Is it necessary for employees to volunteer for a specific event, or can assisting with routine, daily organizing tasks qualify them for VTO? For example, assisting in the distribution of food at a food bank. Can employees volunteer in areas that apply to their current position?

Assisting with marketing, accounting, human resources, and other organizational activities, for example. If the volunteer work is related directly to the employee’s function at the organization, a conflict of interest may arise–particularly if the person or organization delivers a paid volunteer time off policy to clients.

Also Read: 14 Opportunities for Improvement in the Workplace

How many days are given to employees?

Is VTO included in their normal pool of PTO, or does it have its own “bucket”? Will employees have the option of taking VTO in hours or days? Is it necessary to accrue it? Can they get more in the future?

What kind of calendar do they use?

Are their days allotted according to the calendar year? Is it based on the fiscal year? What is the most effective method for employees to keep track of their volunteer hours?

How do employees make a VTO request?

Does it follow the regular Paid volunteer time off policy procedure, or does it require more information about the group and how they’ll volunteer? How far ahead of time should it be requested? Are there going to be blackout days? How will coverage be handled if numerous employees request VTO during a specific holiday? Who is in charge of approval?

Volunteer Time Off Policy Examples

Sometimes the best method to figure out which VTO policy is right for your company is to look at what’s already out there in the corporate domain that is offered by various other organizations to their employees. Here are six examples of VTO policies used by other companies:

  • The Silicon Valley Community Foundation’s Entrepreneur’s Foundation. The VTO template from the SVCF is an excellent example of not just how to start a volunteer time off policy but also how to structure it and convey it to employees. They go over what is and isn’t eligible for the VTO.
  • North Texas entrepreneurs. This volunteering time off policy template is integrated with their business guidelines, thereby killing two birds with one stone.
  • The United Way charitable organization. This template includes a sample request form for VTO.
  • Thomson Reuters news agency. This VTO policy includes a one-of-a-kind initiative called Dollars for Doers, in which the company matches each employee’s volunteer hours with a monetary commitment of up to $1,000.
  • San Mateo community. While this sample VTO policy is a little difficult (it contains items such as a fact sheet and reference cards), it is comprehensive and demonstrates how particular your policy may be.
  • Markit IHS. This VTO policy is a fine example of a comprehensive policy, encompassing everything from the program’s objective to time distribution, eligibility, time off recording, and more.

Key Takeaways on Volunteer Time Off

Feedback, as with any HR program, is really valuable. If you’re just getting started, ask your team members what they would like to see in your volunteer time off program. Then, regularly check to learn about the program’s benefits and identify opportunities for improvement. This is especially true among millennials, who desire to contribute comments, ideas, and solutions to help companies improve their corporate social responsibility activities.

Find out if they have any specific organizations in mind or if they’d like some suggestions to begin. Inquire about their preferred structure for the VTO program. For example, should you volunteer for a full day or for a shorter time?

Flexible vacation time to help their own charity or go on team service trips? Find out which people of your staff are most enthusiastic about volunteering and urge them to establish a committee to help you expand the program internally. We hope that this blog has served all your queries and doubts.

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7 HR Tasks That Could (And Should) Have Been Automated Yesterday

Imagine having to cook every meal from scratch, day in and day out. It would take up a significant amount of your time and energy, leaving you little room to focus on other important tasks. But with a personal chef, you could enjoy delicious, healthy meals without having to spend hours in the kitchen. It could be expensive, but surely worthwhile, keeping your work-life balance intact. Here we’re discussing outsourcing and automation, and this applies to your work-life as well. 

As an HR professional, it is possible to eliminate the tasks that you dislike and focus on more productive tasks.

As an HR professional, there’s a lot on the table to complete by the ‘end of the day’, right? You may wish to eliminate this term, but you can neither complete your tasks or nor remove this word from your work life. Unfortunately, as an HR professional, you do a lot of work like generating reports, filling out attendance forms, maintaining databases, and many other not-so-fun tasks. By the end of it, you are not even sure if the report you generated has been touched.

This reinventing era demands HR professionals to deliver smart work. And for that, it is important to learn the art of prioritization, to understand what work serves little value and which tasks can be eliminated or automated to deliver value to the table.

In this blog, we will discover some HR tasks that could have been automated yesterday, so, the sooner the better. There are so many tasks that you may think you can do manually because you do them the best, but who knows, one day ChatGPT will be in our lives and have the power to reduce our potential to zero.

So, before we get into the important HR tasks that can be automated right now, what exactly is human resource automation? 

HR Tasks Automation

Also Read: 9 Progressive HR Approaches From HR Professionals

What is HR automation? 

The use of technology to streamline and optimise various HR functions such as recruiting, onboarding, training, payroll, and performance management is referred to as HR automation. It entails the use of software, tools, and platforms to automate routine and repetitive HR tasks, thereby reducing HR professionals’ workload and time spent.

This allows them to focus on more strategic and value-added activities that can contribute to the organization’s growth and success.

HR automation can help organisations save money, increase efficiency, and improve employee satisfaction.

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The Benefits of HR Automation

HR automation has completely revolutionized the operational landscape for businesses, bringing about simplification and enhanced efficacy in HR processes. The adoption of HR automation software offers a multitude of advantages that play a pivotal role in bolstering an organization’s triumph.

  1. HR automation enhances productivity by reducing processing time and facilitating seamless data sharing. Essential tasks like employee onboarding, performance management, talent management, and time and attendance tracking can be automated, resulting in swift processing and enabling HR personnel to dedicate their time to more intricate responsibilities.
  2. Furthermore, HR automation fosters greater employee engagement, which contributes to lower turnover rates. By automating HR processes, employees gain control over their personal information, benefits, and time off requests. This empowerment fosters higher job satisfaction and cultivates a workforce that is more actively involved.
  3. Moreover, organizations benefit financially from HR automation by reducing costs associated with paper-based processing. This encompasses expenses related to printing, storage, and retrieval of physical documents. Additionally, it mitigates compliance risks and policy violations, ensuring adherence to pertinent laws and regulations.
  4. Automation also streamlines the hiring process, empowering HR personnel to swiftly and cost-effectively identify and select the most suitable candidates. It minimizes data entry errors and the misplacement or loss of documents, further enhancing the efficiency of the hiring process.
  5. Finally, HR automation generates insightful reports that facilitate informed decision-making for the organization. These reports offer valuable data on various HR metrics such as employee performance, turnover rates, and training needs. Armed with this information, stakeholders can make data-driven decisions and develop a more effective HR strategy.

Benefits of HR Automation Infographic

Also Read: Benefits Of Having HR Management Software In Organization

7 HR Tasks That Can Be Automated in a Blink of an Eye!

Recruiting:

Recruiting plays a vital role in HR, yet it can be a time-consuming task to review resumes and conduct interviews. Automated recruiting tools, such as applicant tracking systems (ATS), can effectively streamline the process. ATS software scans resumes for relevant keywords and qualifications, matches them with job descriptions, and ranks candidates based on their suitability. This enables HR professionals to save time and swiftly identify the most qualified candidates.

Onboarding:

Onboarding entails introducing new hires to their roles and the company culture. However, it often involves lengthy procedures like paperwork, orientation sessions, and training. Automating certain tasks can expedite the process. For instance, software can generate and send welcome emails to new hires, digitally collect their information, and assign training modules. This empowers HR professionals to efficiently bring new employees up to speed.

Benefits administration:

Managing employee benefits can be intricate and time-consuming. Automated solutions alleviate this burden by helping HR professionals track enrollment, oversee benefits administration, and generate reports. This grants them more time to concentrate on other essential HR functions, such as talent management and employee engagement.

Performance management:

Performance management encompasses setting goals, monitoring progress, and providing feedback. It can be a laborious process, but automation can enhance efficiency. For instance, software can track employee goals and progress, issue reminders for upcoming deadlines, and provide feedback based on predetermined criteria. This enables HR professionals to identify areas where employees excel or require improvement and take appropriate actions.

Time and attendance tracking:

Manual time and attendance tracking is susceptible to errors and consumes significant time. Automated solutions simplify this process by accurately tracking employee hours, generating reports, and calculating pay. This ensures that HR professionals can precisely and promptly compensate employees.

Payroll processing:

Payroll processing entails calculating employee wages, taxes, and benefit deductions. It can be complex and time-consuming, but automation simplifies certain tasks. Software can track employee hours, calculate pay, and generate reports for tax and compliance purposes. This guarantees that HR professionals accurately and punctually compensate employees while mitigating the risk of errors or compliance breaches.

Offboarding:

Offboarding involves the smooth separation of employees from the company, including revoking system access and retrieving company property. Although sensitive, automating specific tasks helps ensure a seamless transition. Software can automatically deactivate employee accounts, schedule exit interviews, and generate compliance reports. This empowers HR professionals to treat departing employees fairly and in accordance with company policies and regulations.

Employee Offboarding - HR Tasks Automation

Also Read: Your Comprehensive Guide to 360 Degree Feedback in the Modern Workplace

Engagedly is your Trusted HR Automation Partner, Here’s Why?

Engagedly stands as an all-encompassing HR automation platform (talent management platform) meticulously crafted to streamline HR processes and enhance employee engagement. Here are several reasons why Engagedly is an esteemed HR automation partner:

Comprehensive HR Solutions:

Engagedly offers a comprehensive range of HR solutions, including talent management, goal setting, employee feedback, 360-degree reviews, pulse surveys, learning management, and more. This empowers organizations to oversee all facets of their HR operations seamlessly from a unified platform.

User-Friendly Interface:

Engagedly boasts a user-friendly interface that ensures effortless navigation and usability. The platform prioritizes user experience, offering intuitive features and tools that require minimal to no training.

Customizability:

Engagedly excels in adaptability, effortlessly tailoring itself to suit the distinctive needs of any organization. It presents an array of customization options, allowing for personalized templates, workflows, and branding.

Continuous Feedback:

Engagedly champions continuous feedback capabilities, allowing employees to receive real-time feedback instead of relying solely on annual performance reviews. This enables organizations to swiftly identify and address issues while fostering a culture where employees feel valued and engaged.

Analytics and Reporting:

Engagedly empowers organizations with comprehensive analytics and reporting functionalities, facilitating data-driven decision-making. The platform offers an extensive array of reports and dashboards that provide invaluable insights into employee performance, engagement, and development.

Integrations:

Engagedly seamlessly integrates with an extensive range of third-party tools and platforms, including HRIS, ATS, and payroll systems. This ensures effortless integration with an organization’s existing HR technology stack.

Outstanding Support:

Engagedly prides itself on offering exceptional customer support, providing dedicated account managers who assist organizations in maximizing the platform’s potential. Moreover, Engagedly offers comprehensive online resources, including video tutorials and a knowledge base, to aid users in navigating the platform smoothly.

Also Read: Performance Management Tools And Techniques Every HR Leader Needs



Frequently Asked Questions

Q1. What are some benefits of automating HR tasks?

Ans. HR tasks can be automated to save time, cut down on errors, and boost productivity. HR professionals may be able to concentrate on more strategic tasks like talent management and employee engagement as a result. 

Automating HR tasks can also lower the risk of legal action or penalties and help ensure compliance with regulations.

Q2. Which HR tasks are best suited for automation? 

Ans. The following HR processes are good candidates for automation: hiring, onboarding, benefits administration, performance management, time and attendance tracking, payroll processing, and offboarding. Software and other automation tools can be used to streamline these tasks, which are frequently monotonous and time-consuming.

Q3. Will automating HR tasks replace human workers? 

Ans. No, automating HR duties won’t replace employees. Instead, its purpose is to support HR professionals in simplifying their processes and dedicating more time to strategic tasks. Automation assists HR professionals by reducing the time and effort spent on repetitive tasks, allowing them to concentrate on responsibilities that demand human judgement and decision-making. By streamlining routine tasks, automation enables HR professionals to focus on more meaningful and impactful work.

Q4. What should organizations consider before automating HR tasks?

Ans. Organizations should consider their budget, the complexity of their HR processes, and the potential impact on employees before automating HR tasks. The automation process requires transparency and clear communication. Furthermore, organisations should ensure that the software or automation tools used are dependable, secure, and regulatory compliant. Consideration of these factors will assist organisations in making informed decisions about automating HR tasks while prioritising employee well-being.


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