Modern HR in the Cloud Blog

Employee Engagement? Focus on the Employee Experience

August 25, 2014 By: Guest Contributor

By Richard Doherty

We work in truly service centric economies, where organisations must focus on taking care of customers and employees. According to the new Gallup State of the American Workplace report, when organisations "successfully engage their customers and their employees, they experience a 240% boost in performance-related business outcomes compared to an organisation with neither engaged employees nor engaged customers."

Closer to home, Marks & Spencer in the UK reported that stores with improving employee engagement had on average delivered £62 million more sales to the business every year than stores with declining engagement (Engage for Success, 2012).

Taking care of your employees is business critical.

Employee engagement is driven by a positive employee experience. The employee experience will include the work they need to do, the integrity of their employer, how they are managed, the systems they use, their colleagues, how they are rewarded, how they are developed and a host of other experiences. It's essential that organisations provide a consistent employee experience across the entire employee life cycle from candidate to employer, otherwise candidates "sold" one vision of how it will be to work in your organisation will rapidly become disillusioned with an employee experience very different to the one they expected.

HR systems play a key role in helping to shape the employee experience from how easy it is to book holiday, to being paid the correct amount on time, to providing relevant learning opportunities, to helping managers manage effectively and a host of other day to day activities. To provide a positive employee experience modern HR systems must be:

  • Talent centric

Ensuring that everyone is paid on time, that absences are properly tracked, that administration is as automated as much as possible and so on, are all essential for a positive employee experience " not getting paid is pretty much the worse employee experience you can have " however, focusing on talent strategies that provide every employee with clearly defined and aligned goals, provide structured career paths supported by robust learning and development plans, differentiated reward for high performance and so on, will, we believe have a disproportionately large impact on the employee experience and hence business outcomes.

  • Collaborative

To be human is to collaborate and social technology has made it easier than ever before to connect, share, learn and discuss. Facebook, Twitter, LinkedIn, YouTube and an array of other social platforms have transformed many aspects of our lives outside of the office. The use of collaborative technology in the office, having got off to a slow start, is now gaining pace and helping employees collaborate across teams and geographical boundaries. Collaboration is a people thing and HR needs to take an active role in driving social collaboration in the workplace.

  • Insightful

Making decisions with incomplete data and a lack of analysis that affect either our or our co-workers careers is a thoroughly miserable and "hit and miss" employee experience. People decisions based predominantly on intuition can lack consistency. Making people decisions based upon robust data and easy to access analytical insight, alongside management intuition leads to more consistent people decisions that contribute to a much more positive and fair employee experience.

  • Engaging

We need to break down the barriers preventing employees and managers from using HR applications by improving accessibility, usability and the user experience. Employees want to be able to access HR services at any time, in any location, on any device. Occasional users don't expect training to use a HR system; after all we don't get trained on how to use consumer apps.

Modern HR solutions need to fit into new ways of working. In the office, on a plane, on a bus, at home, online, offline " it shouldn't really matter, employees should be able to access HR data and process HR transactions whenever they need to.

Oracle provides a positive employee experience with the Oracle HCM Cloud by:

  • Providing end-to-end talent management and human resources to enable HR leaders to find, develop and retain key talent;
  • Delivering insight with enterprise-wide KPIs, embedded decision making tools, and predictive analytics;
  • Being socially enabled to support the modern work world of open communication and collaboration;
  • Offering a user experience that is simple and modern to increase HR process adoption and service delivery;
  • Helping HR leaders streamline global processes, comply locally and quickly adapt to organisational and legislative changes.

Oracle delivers modern HR.

Oracle's global, web-based, application platform is designed for organizations of every size, industry, and region. Oracle Human Capital Management has been the HCM solution of choice for over 20 years and has 18,000 customers in over 140 countries. The Oracle HCM Cloud currently manages 12,500,000 employees, in 180 countries, in 34 languages for 6,000 customers.

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