Just as they have become customer-focused—analysing every aspect of the customer journey, from daily behaviour patterns to purchasing decisions—organisations have caught on to the broad benefits of becoming more employee-focused. This will strengthen the resilience of companies when faced with adverse circumstances.
Business success depends on being customer-focused, right? Well, not exclusively.
Customers are the external group your organisation needs, but employees are the internal force on which it depends and where its strength lies. While sales and marketing teams pore over consumer behaviour and purchase data & analytics, HR can bring the same kind of insights to people.
Employees are the single most valuable asset in any company, a fact made even more strident by the recent events. Understanding that asset is, surely, critical—especially given the dramatic changes underway in the global workforce.
Every company has a mix of stable long term and temporary employees. It is just as important for the latter to be treated as an integral part of the company as the former. They should participate in the values and beliefs of the organisation while they are part of it. But this more transient workforce is often neglected to the detriment of the business and can become an Achilles’ heel.
People analytics should be used to assess the costs and benefits of hiring workers who only stay for a short time, and determine how best to train and manage them, and whether or not to hire them for the long term. With advanced analytics such as the Career Mobility feature within Oracle HCM Cloud, organisations could even identify in advance those employees who might be interested in exploring a new city, country, or culture—and then help them make that move to stay within the company. In this way, talent is retained and that employee’s journey and contribution to the company is richer, which in turn strengthens its resilience.
In the past, an employee’s company journey began when they walked through the door on their first day, and ended when they left the business. Now, it’s far longer, more complex and changing all the time. It begins, not with applying for a job or being headhunted, but when they first hear about a company through their own devices. That first contact strongly influences their approach and outlook on the company. Their next step might involve physical or digital interviewing, meeting the people that will shape and influence their career through a screen on in a coffee shop. If all goes well, they then move to onboarding. Again, this can take many forms: walking into the office for the first time or engaging with their teams and IT services digitally from the comfort of their homes. Their journey might never even involve being in a company building as the workforce moves to remote working. But even remotely, they are still on a path with the company. That path doesn’t end with their end of contract: a former employee can become an advocate for your business—or even a recruitment tool—as they share their experiences with others.
At every stage, whatever the shape the journey might have, insights through data analytics can be collected to help make talent decisions. That knowledge and understanding could reduce unwelcome employee turnover by revealing behavioural patterns and helping to detect the warning signs of unhappy employees (for example, missed supervisor meetings or passing up a promotion). By combining this insight with the right leadership and management, companies can build better development programs, manage more effectively, and improve employee engagement.
Carmeuse, a producer of lime and limestone products, knows this. Its HR team wanted to make sure every employee—across more than 20 countries—was happy and could take control of their own development. By rolling out Oracle’s HCM Cloud, Carmeuse had an intuitive recruitment tool for potential employees’ early contact with the company, as well as a central hub for learning and development. Vitally, Carmeuse also gained better insights for the HR team to improve the employee journey.