Picture this: It’s 2004 and you head to your local Blockbuster to grab a movie and some snacks. Life is good. Fast forward to 2021 and you’re all cozied up on your couch and able to watch almost any movie you want with just the touch of a button. Life is better. A once iconic staple in many of our lives is now a distant memory. Blockbuster is an excellent example of a successful business failing because it refused to account for change. The reality, success in the past does not equal success in the future. Forward-thinking is crucial for sustainability, and modernizing the workplace is the first step. With insight from our previous HR at the Table episodes, here are four tips on how HR can start to modernize the workplace.
Note: Modernizing the workplace is just a small component of the intersection of HR tech and work. Join us on March 25th to continue the discussion at our HR at the Table webinar with TrueBlue’s Director of HR, Virgilio Cintron!
In episode two of HR at the Table, MSI’s VP of HR, Chris Courneen, expressed the importance of HR connecting their initiatives to the company mission. Understanding the business you are in is a key factor in challenging decisions and suggesting action plans with executive leadership. If you can’t connect your ideas to real and relevant priorities in the business, you will be quickly dismissed.
Company mission is not something everyone sees value in. Why? Organizational leaders forget the implementation factor. If your mission is not communicated and implemented into everyday operations, it means nothing. The value of a mission is tremendous, though, because it aligns employees with a strategy-driven path.
Now more than ever, employees want to work for a company that resonates with purpose. In fact, a company with a strong purpose-driven mission attracts the highest-performing employees by 3x. However, 60-61% of employees don’t know their company’s mission or vision, and 57% don’t find the mission motivating — heartbreaking isn’t it?
A modern workplace invests in purpose-driven work. Connecting HR initiatives to a company mission empowers HR to impact company success (return on investment).
HR has gradually eliminated antiquated, manual HR processes and reduced unnecessary workloads by implementing HR technology.
Now, while there are many benefits to a digitized HR tech stack, there is still one problem — you have to keep track of all of your HR software solutions. Passwords and everything. Overwhelming. We get it.
According to the 2021 Talent Acquisition Buyer’s Guide, 1 in 3 companies identified integration as a top challenge. Why? Companies are using ten or more talent acquisition solutions.
By integrating your HR tech stack you can:
Want to get started on integrating your HR tech stack with background screening? Check out our browser extension integration — it’s an integration as easy as downloading an app.
As companies progress with the times, it is important to place employees at the center. Instead of operating with people as an appendage to a machine, we need to operate with people as people. Studies show that valuing people goes hand in hand with higher productivity and engagement, leading to a greater return on investment.
In a sneak peek interview with TrueBlue’s Director of Human Resources, Virgilio Cintron, he emphasized the importance of using technology to keep processes seamless.
“Simplify processes and utilize technology to make employee’s experience at work as seamless as it is at home.” - Virgilio Cintron
Putting employees at the center of HR operations starts with ensuring they are supported, not only with needed technology but managerial support.
Research has found:
As an organizational decision-maker, HR’s value now extends beyond just risk management. With support from HR technology solutions, HR has the time and freedom to modernize the workplace by investing their efforts in other areas.
We learned from our HR at the Table episode with MSI’s VP of HR, Chris Courneen, that HR’s people management role is just as valuable as their compliance role.
Why? The employee experience has been found to increase profits by 21% when employees are highly engaged.
People equal profit, so it’s time to start gaining employee buy-in with engagement programs.
However, HR can’t invest in the employee experience without leadership support. Learning to communicate HR’s value is imperative to maneuvering roadblocks presented by executive leadership.
To communicate HR’s value, speak the language of business leaders and back it up with ROI.
Consider asking yourself:
Here are some additional resources on how HR can communicate their value to executive leadership:
At the end of the day, HR’s work is never done. Yes, there are tools to assist HR in their role but they need to adopt a futuristic mindset. HR must remain agile to adjust policies and practices so they can keep up with the changing dynamics of the workforce.
To start, HR can modernize the workplace by:
With each new HR at the Table episode, we gain valuable insight to pass along to HR leaders, like you! For more expert insight on the intersection of HR tech and work, join us on March 25th for our next HR at the Table episode with TrueBlue’s Director of Human Resources, Virgilio Cintron!
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