X

Trends, Product and Industry Insights to Help Create Your HR Tomorrow, Today.

How HR Leaders Can Successfully Manage Veterans and Other Employees with Unique Needs

Mike Prizament
Product Marketing Director

Each November 11, the United States pauses to recognize the veterans who’ve served in our armed forces. Throughout the year, many employers go further, offering civilian employment to the more than 200,000 veterans who complete their military service annually. Organizations such as Veteran Jobs Mission, which is committed to helping employers collectively hire 1 million veterans, have worked to assist military veterans successfully transition into civilian life. 

When military veterans enter your workforce, they bring unique needs. That’s why leading companies such as JPMorgan Chase & Co. have hired specialists to help veterans find ways to use their skills in the private sector. 

But military veterans aren’t the only employees with unique needs. Most companies could organize their employees into a number of special groups that have unique concerns, including veterans, working parents, employees with disabilities, new graduates, and longtime employees.

In the past, HR leaders may have tried to provide varying services to these different groups, but many employees fit into more than one category (veteran + working mom, for instance). And even those within each cohort may have their own unique preferences and needs. 

That’s why integrated HR technologies can make such a difference. They allow HR to meet the needs of each employee, whether he or she is a recently retired veteran, a National Guard member returning from deployment, or a new parent trying to balance an important project with an infant’s sleep schedule. 

Traditional HR processes made it difficult to keep up with the needs of each employee, but today, an integrated human capital management (HCM) solution automates the process. HR can now keep track of and provide for the needs of each employee at each stage of the employment experience. 

These intelligent HCM systems provide a level of customization that benefits each employee and helps HR meet its goals. Integrated HCM systems allow customization across traditional HR processes, such as the following: 

1. Onboarding

Modern HCM systems automate the process of onboarding new employees and they can customize the process for employees with specific needs. For instance, veterans who are entering civilian employment are transitioning between two different employment cultures—and they may benefit from additional information and coaching. With an automated HCM system, such additional onboarding components can easily be provided for any new employee who meets certain criteria.

2. Training

A company’s learning management system can be integrated with its HCM system, letting employees access training and work-related education from anywhere. Employees can pursue training programs at their own pace and easily build knowledge and add skills. 

3. Career pathways

Growing numbers of employers are doing away with annual performance reviews in favor of less-formal, regular check-ins and using technology to facilitate ongoing dialogue, collaboration, and coaching. Integrated HCM systems don’t just make this process simple, they also make it easy to guide employees through a career path that fits their goals and skills.

For instance, many HCM systems let employees map multiple career path scenarios, review skills required for various positions, and evaluate their skill gaps. In addition, the system can alert an employee when an opening is posted in an area in which they’ve expressed interest. 

4. Analytics

An integrated HCM system can provide HR with customized data reports. With predictive analytics, such a system can utilize employee data to predict future outcomes, such as the likelihood certain employees will leave the company. 

For instance, if employee data shows a higher first-year turnover rate among veterans than other employees, you may consider researching the factors that affect those departures and implement measures—such as increased training or a mentoring program—to prevent the higher turnover. 

The Advantage of Integrated Talent Management

For all these reasons, organizations that have integrated talent management processes have 26% higher revenue per employee and 40% lower turnover among high performers, according to Bersin by Deloitte. The same study showed that integrated talent management resulted in 17% lower voluntary turnover and an 87% greater ability to “hire the best people.” 

With the ability to customize each employee’s experience, an integrated HCM solution lets companies provide the unique services needed by veterans or other individual employees. 

Learn more about Oracle Human Capital Management here.

Be the first to comment

Comments ( 0 )
Please enter your name.Please provide a valid email address.Please enter a comment.CAPTCHA challenge response provided was incorrect. Please try again.