I speak with People Operations leaders all the time who are facing challenges with the new world of work—particularly with regard to declining engagement and tenure. The employer-centric programs and technologies utilized by many organizations make employees feel disconnected and disengaged. People have many opportunities available to them, and can easily find one that better suits their needs. Even if they aren’t actively searching, recruiters are likely reaching out with opportunities, and job hopping doesn’t have the stigma it once did. Organizations are learning they need to build a more strategic, employee-centric people operations function if they want to overcome these challenges.
In the past, human resources teams—and the technology that supported them—were driven by compliance and administration. HR technology was an employer-centric system of record to compile candidate and employee records.
We’ve since seen a shift toward a strategic People Operations function that strives to create an engaging employee experience to help attract and retain talent. HR technology needs to enable improved processes and programs that create a seamless experience for employees—including the People Ops team.
Consider employee onboarding as an example. The administrative processes, like completing paperwork and signing up for health insurance, are necessary tasks—but do little to help new hires feel excited about their new roles. Modern, strategic onboarding programs get those tasks out of the way before a new hire’s start date, so the first day can be filled with celebration and early learning. They also extend beyond the first day to help new hires fully acclimate and assimilate to their new roles, so they can build engagement and reach full productivity sooner.
All-in-one systems can’t really “do it all,” at least not well. Their breadth often impedes their depth of functionality across many areas. Best-in-class solutions, on the other hand, provide much deeper functionality because they’re able to focus on helping customers achieve more specific goals.
For instance, I often hear that payroll functionality included with all-in-one software doesn’t meet an organization’s needs—particularly if they’re international. But, if they don’t use the payroll system offered, they have to manually enter information from their people operations platform into their payroll system, as those systems don’t integrate with competing products. This manual data-entry is not only time consuming, but highly prone to causing errors.
Best-in-class people operations solutions don’t compete within multiple product categories, so they’re more likely to integrate with the other tools you’ve come to know and love.
All-in-one solutions are created to be one-size-fits-all—but your organization is unique and you need to build an HR tech stack that meets your unique needs and goals.
Perhaps that means you need an employee feedback solution that integrates with Slack, so your remote employees can participate just as easily as your office employees. Or maybe you need a performance management system that’s capable of collecting 360 feedback. You can evaluate many different solution partners to find the one that works best for you.
While all-in-one software may limit the types of people programs you’re able to put in place, best-in-class software will allow you to build the ideal tech stack to help you reach your goals.
Innovative organizations are shifting from an administrative HR function to a strategic People Ops function in order to better attract, engage, and retain talent. They understand the importance of optimizing every stage of the employee lifecycle, from hire to retire, and utilize best-in-class people operations solutions to better enable them to do so. With the right technology in place, they can efficiently execute the strategies they’ve put in place to create a stronger employee experience.