In order to be an attractive employer for Millennials, companies need to present themselves as innovative and progressive. While they don’t have to turn their offices into a playground for employees, they should consider some easy fixes that will make the workplace more attractive: a good way to motivate Gen-Y is to offer free perks that will allow for better work/life integration, such as gym memberships, food and drinks, and break-out areas around the office. However, the Millennial generation is looking for more than just fun at work
Download this dictionary of Millennials' demands to decode what they say, and what they really mean.
Tuesday, October 28, 2014
Wednesday, August 20, 2014
Evolving your organization by aligning your talent’s strengths with your core strategic values
The 2008 market crash
cast doubt in many leaders’ minds in regards to the future of their
organizations and the possibility of sustained growth. It led to a retrenching
of companies and their capital, both human and financial. Fortunately the
economy is now undergoing a consistent recovery and businesses must shift from survival to evolution mode in order to ensure that they
profit from current opportunities.
A host of
factors make today’s business
environment unique and, as has
been the case in every era, those who understand the spirit of the age and
capitalize on its possibilities possess
an undeniable edge over competitors and are ensured maximal success. The
distinctive trait of business today is the rapidly changing nature of the
workforce: baby boomers are reaching retirement age and are steadily exiting
the market, while Millennials are entering the market and bringing about new notions
of what human capital is and what one expects from a career. Just like
capitalizing on the “nuclear family” model fueled the post-World War II
economic boom, the ability to effectively employ this new type of human capital while maintaining a
balance with the existing talent will enable visionary leaders to super-charge
the current economic upturn.
Millennials have
particular expectations and skills which must be harnessed to serve an
organization’s strategic goals, while their talent must be thoroughly managed
to ensure that individual attributes don’t translate into organizational flaws.
Moreover, this new type of talent is as mobile as it is global, creating an
ever-evolving paradigm of competency and specialization patterns. For example,
The Intelligence Group Study[1] found that 74% of Millennials prefer flexible work
schedules and it is common knowledge that they possess outstanding skills and
sensibilities regarding social media.
These characteristics could either be strengths or weaknesses, depending on how
they are aligned to strategic
values.
For any
organization, the key to successfully balancing human capital needs and
business objectives is to have internal alignment between the people that make the
organization work, and the stated objectives the organization has given to the
internal and external stakeholders. Powerful tools can be utilized to match
your talent with the strategies they best serve, and
monitor performance in order to ensure alignment and enrichment of both the
workforce and the organization’s bottom line.
Nakisa can help you
streamline goal alignment and the performance appraisal process so that you can
focus on developing your top talent and calibrating their efforts to support
your company’s most important objectives. With Nakisa® Goals & Performance™ you can:
•
Cascade
strategic goals across the organization using Nakisa ‘s configurable structures
•
Respond
quickly and accordingly to changing market conditions by leveraging the
on-going performance management model
•
Provide
visualization and reporting tools for easy identification of where your
organization is going and how it will get there using the flexible charts and robust analytics
•
Make
performance appraisals a joint and transparent activity with the employee by using
Nakisa’s collaboration tools such as
discussions, feedback and ratings
To learn more
about Nakisa® Goals & Performance™, don’t miss the upcoming Nakisa webinar on September 3, 2014 at 10:00am ET.
[1] Source: http://www.forbes.com/sites/robasghar/2014/01/13/what-millennials-want-in-the-workplace-and-why-you-should-start-giving-it-to-them/
Thursday, June 19, 2014
HR: It’s time to redesign your performance management strategy! 8 strategies to make your workforce soar!
According to Bersin,
“organizations that have employees revise or review their goals quarterly or
more frequently are 45% more likely to have above-average financial performance
and 64% more likely to be effective at holding costs at or below the level of competitors.”[1] If
that statistic alone is not enough to persuade your management team that it’s
time for a performance management strategy redesign, than here’s more.
Performance management
comprises all activities that ensure business goals are met. Building a
high-performance culture has become more challenging because of geographically
dispersed teams, matrix structures, and changing workforce demographics.
Nowadays, businesses need to be more strategic and forward-thinking if they
want to build a top-performing workforce, engage employees, and compete with
the biggest players in their industry.
The business world is
changing, so performance management needs to change, too. Businesses need to
move towards effective performance management including goal setting, managing,
coaching, development planning, and recognizing, not only be successful, but
also to survive.
Here are eight performance
management initiatives you need to consider to make your workforce soar!
1. Abandon
annual performance reviews
Agreed upon goals and
progress should be easily accessible and visible throughout the entire work
year. Sure, this process can be time-consuming, but with the help of the right
technology solution, ongoing performance assessments can become a second
nature.
2. Align
cross-functional departments on strategic business goals
Managers need to develop
departmental goals that align with the strategic goals and show employees how
their individual goals link to both the departmental and company goals.
3. Provide
consistent and meaningful feedback to improve employee engagement
With the help of a
performance management system, managers can more easily and readily communicate
business and departmental goals with their employees, directly contributing to
employee engagement.
4. Improve
goal communications between managers and employees
Having a structured
process that includes setting and tracking goals, enabling coaching and
measuring results helps managers and employees are more effective when done on
a daily basis rather than annually.
5. Monitor
goal progress, completion and alignment with access to KPIs and analytics
Reporting tools can help
organizations achieve effective performance management by assisting the
workforce in tracking the number of employees who have goals in place, the
percentage of goals that are aligned to the corporate strategy, goal priority,
and goal progress.
6. Use
an integrated talent management platform
Although many
organizations know that integrating talent management processes is necessary,
it has always been difficult to achieve. Technology solutions today have made
it much easier.
7. Use
a flexible performance management system that is built to adapt to the entire
workforce
Different leadership methods should be used depending on both an
employee’s personality and the level of direction and support he or she needs
on a given project. Having a history of this information could help managers be
more effective when giving feedback.
8. Build
a sustainable workforce: the balance between employee performance, potential
and risk
While effective
performance management identifies how employees are performing in their active
role, it does not consider if they are in their right role or
if they are a flight risk. To make the right strategic decisions about your
talent and build a sustainable workforce, performance, potential, and risk of
loss should all play equal roles in the evaluation process.
Forward-thinking HR
departments are putting their people first by building a workplace that uses
the right combination of formal and informal performance management techniques
to close the gaps between strategy and execution. Through the implementation of
these key strategies, a clear performance management process can be adopted
across the organization. The workforce will receive the support they need to
improve skills and complete milestones in order to achieve their personal and
professional goals. The end result will be more productive, engaged employees,
and a more effective, high-performing organization that meets and exceeds
business objectives.
Learn
more about performance management and the solutions available at Nakisa to help
support your goals & performance strategies. Download
the whitepaper today or watch the
webinar!
Thursday, June 5, 2014
A database is only as good as the data it contains. Have you finished spring cleaning your HCM data? Don’t fall behind!
A database
is only as good as its data and if you haven’t started your spring cleaning,
yet, there is no better time than now. Having
clean data is extremely
important to all HR activities and is often overlooked by business owners. Nevertheless,
database management can be tedious, time-consuming and some might even call it boring.
HR data can be considered
one of the most valuable business assets and should be kept up to date. With the surge of big data and today’s
growing globalization, data changes occur more frequently than ever before and unless
you keep on top of these changes, it will cost you. The Data Warehousing
Institute, which provides research and business intelligence for the data
warehousing industry, estimated that data quality problems cost U.S. businesses
over US$600 billion a year. Evidently, the costs associated with bad data can
seriously diminish the value of your database and make all your HR efforts
futile.
Here are some tips for your data cleansing:
·
Start of by entering only clean data. If the data is right from
the start, you will have a lot less work to do clearing it later.
·
If possible, hire someone dedicated solely to data management or
have one person on the team be accountable for the data.
·
Ensure that employee data is updated as soon as you are aware of
any changes.
·
Take the time needed to really clean your data.
·
Periodically audit your data for errors.
·
Get software to help manage data quality.
By comparing the costs (in terms of HR and business effort)
or outsourcing data quality audits, organizations can see that an integrated,
easy-to-deploy and easy-to-manage data quality system has a clear return on
investment. A good data quality system
will not only find errors, it will help you pinpoint where the problems are
coming from. By maintaining audit histories and using analytics with
slicing/dicing capability, a good data quality system can define where errors
are coming from (region, business unit, and department) and can track issue
metrics that provide details on where the root problems areas are. These could
be errant data-entry forms or systems that allow for incorrect data,
insufficient training in certain regions, or perhaps a new form, process, or
report that is corrupting data. An
automated system can find these problems before they become crippling to your
organization.
To
increase their efficiency today and improve their planning for tomorrow, many
organizations must rely on their HR data to make informed and accurate business
decisions. Nakisa® OrgAudit™
provides a simple and smart way for your organization to take control of
critical business data. The solution provides Managers, HR & Executives
with a clear process and the tools they need to analyze, cleanse and monitor HR
data for better business decision-making. Get more information by visiting our website.
Good luck
with your spring cleaning! We look forward to hearing from you to book a demo!
Looking for more info on data quality, download the cheat sheet
today!
Friday, May 30, 2014
6 steps you can take to help streamline succession planning in your company
Businesses and HR processes need to be streamlined to improve talent management
and to ensure consistency in succession planning across your company. It is also critical to understand that succession
planning strategies must evolve as corporate strategy and development needs
adjust to keep up with market changes. In order to identify key positions and
talent that are critical to business continuity, a flexible succession planning
strategy is fundamental.
Here are six steps you can take to help streamline succession
planning in your company.
1. Define what succession planning
means to your company
Before an organization can
strategically plan for succession, it must identify the long-term vision and
direction of the company. Succession planning must be connected to the
strategic business objectives and values of the organization.
2. Identify key positions and analyze
potential skill gaps
One of the best ways to begin talent planning is to pinpoint key
positions across the organization and to determine the current supply and
anticipated demand.
3. Identify high potentials and
talent pools
After identifying high potentials, key positions and roles that
require specific skills, you need to identify high potential talent to secure
as successors into these key positions in order to build a talent inventory.
4. Analyze talent data and determine
With a clear understanding of high potential talent and key
positions and responsibilities, management and HR
can identify existing talent gaps that could impede
delivery on corporate objectives. This analysis guides management in its efforts to fill the gaps
between the existing talent pool and the employee base required to compete and
drive revenue growth.
5. Execute succession strategies
Equipped with relevant information about the state of the
organization’s talent pool management and HR can implement succession planning initiatives to maximize individual
workers’ value to the enterprise. After
identifying a talented employee that could be named the successor for a key
position, organizations can strategically build a career development plan for
the individual in a way that moves their career forward.
6. Measure and monitor succession
plans and evaluate their effectiveness
Succession planning technologies make it possible to monitor
global talent management strategies and determine talent needs. By implementing
succession planning technologies, proactive HR departments are taking the
necessary steps to ensure the continuity and flow of talent through-out the
organization and achieve the long-term vision of their business.
Organizations that execute succession planning strategies
benefit from:
·
Alignment of the availability of appropriate resources within the company with business
strategy;
·
A single source of truth that provides visibility
and synchronizes into the succession planning process across the organization;
·
Improved business results such as revenue growth,
hiring/training cost reduction, productivity improvement and reduced downtime;
·
Competitive advantage of having a high-performing,
well-qualified workforce and talent pipeline.
·
Continuity of company culture through talent
retention.
Looking for succession planning software? Visit our website for more
information on Nakisa SuccessionPlanning.
Wednesday, May 7, 2014
HR Industry Spotlight: Oil & Gas. Proactively prepare for change and build a sustainable talent pipeline
In an industry where competition for talent is high and
attracting and retaining skilled workers is fundamental to business success,
using an integrated organization and talent management solution is key. With
the right processes and technology, you can reduce the risk and uncertainty of
making critical enterprise and talent decisions by having accurate, real-time
information at your finger-tips. Leveraging the simple user-interface and
robust analytics, turn data into intelligence and gain confidence in the org
and talent decisions you make for your enterprise.
Download this brochure to get all the information you need on Human Capital Management in the Oil & Gas Industry and the solutions available to help you proactively prepare for change and build a sustainable talent pipeline.
Friday, April 25, 2014
A guide to unlocking the full potential of human capital management
Have you considered that shifting HR’s center of gravity
from compensation management to organizational management could benefit all
areas of HR? Without a sound organizational management strategy, the full potential
of all other HR activities cannot be achieved.
Check out the webinar slides where we uncover examples of
how SAP® Organizational Visualization by Nakisa® (SOVN) is used by leading
organizations as a key stepping-stone to form their HR strategy.
Discover how SOVN:
- Helps manage complex HR data so that you can make informed decisions about talent, manage change, and communicate operational information quickly and easily.
- Enables you to efficiently collaborate and communicate with stakeholders on change and restructuring processes.
- Saves you time by avoiding errors and speeding up key processes with real-time write-back to SAP HCM.
- Uses preset data management rules to help you identify and cleanse data anomalies.