Employee data is everywhere!
Today's complex and disconnected enterprises present a major challenge to analysts looking to compile employee data. Important patterns can be uncovered that can aid in employee retention, employee productivity and business continuity efforts. However, this data can be found across multiple systems, departments and is often completely siloed.
Process Tempo can help to solve this problem by allowing analysts to ingest employee data into a common data model and use this data to capture the relationships that exist between the employees and the different facets of the organization.
Armed with this new perspective the idea of a true Employee 360 can be realized and this data can lead to opportunities to not only improve the organization but to also improve the relationship between the employee and the business.
Major challenges faced by HR organizations:
Challenge #1: Keeping Employees Engaged
Today's business climate is extremely competitive and attracting and keeping a productive employee-base is critical. A lack of employee engagement is a clear sign of employee unhappiness and an early warning sign of turnover. Progressive human resource organizations are playing a more active role in tracking and improving employee engagement.
Process Tempo creates a venue for engagement and an opportunity for organizations to reduce employee frustration.
Challenge #2: Understanding your Employees
Personalization is important in today's digitally connected world. Businesses are organized to maximize customer happiness but what about employee happiness? The cost of employee turnover is guaranteed to increase as newer generations who are prone to changing jobs become more prevalent in the workforce.
With this in mind, organizations need to find ways to better understand their employees. Process Tempo can provide optics into employee characteristics and patterns helping you to better address their needs.
Challenge #3: Crowd-sourced Problem Solving
By sharing information employees are demonstrating a desire to solve problems and a desire to support their peers. This is done each and every day in every large company. The challenge is consistency as this information is often captured in disconnected files which makes finding specific answers a challenge.
This level of engagement is what all employers should seek from their employees.
Challenge #4: Onboarding and Offboarding
Analysts predict that employee turnover will increase over the next few decades as the Millennial generation enters the workforce. The onboarding and offboarding processes must therefore be optimized in order to keep offboarding and onboarding costs from consuming budgets.
By having an Employee 360, organizations will be able to adapt their processes to take advantage of economies of scale and reduce the chances of equipment or intellectual capital theft.
Challenge #5: Knowledge Curation
Employee frustration is likely the #1 reason why employees turnover. The good news is that this can be remedied. The Process Tempo approach is to empower employees so that they have a hand in solving problems.
Standardizing on how knowledge is captured will make it very easy to find answers to vexing questions. Making the knowledge curation process simple will remove barriers to collecting this information. This is where Process Tempo can help.
Challenge #6: Maintain and Demonstrate Compliance
Organizations have no choice but to dedicate more and more resources to maintain regulatory compliance across multiple disciplines and business units. The cost of demonstrating compliance will continue to rise and organizations that can react to regulatory pressure and yet still keep costs low will have a distinct competitive advantage.
Process Tempo can help drive organizational transparency by providing a home for operational data. With transparency comes agility and an ability to react to external pressures quickly and with less impact.