A CEO is a guiding light for any organisation. These CEOs must be proactive, insightful, visionary, and action-oriented to achieve common goals. Without active participation, the entire bandwidth of a business collapses or suffers to sustain.
That is why it is imperative to understand at least fivethings every CEO should do in support of HR.
Because HR is the heart of an organisation, a CEO has to work in tandem with the HR function. Only then can aCEO for HR lead in hiring, managing, engaging, and developing the right talent.
Digital HR solutions likeuKnowva HRMS efficiently assists HRs to acquire, manage, engage, and develop their employees proactively. Plus, such transformation tools are paperless and on the cloud.
So, the cost involved with incorporating these tools within the workplace is within the budget. Besides that, theCEO and HR relationship takes a new course by introducing scalable, flexible, and customisable HRMS.
CEOs can work with HR managers or functional heads to automate the mundane and cumbersome tasks for the entire team. This ends up saving heaps of time, human efforts, skill, and talent.
Rather, top-performers can then use their time and skillset to complete more complex milestones before deadlines. But that’s not all. Transforming HR activities digitally can:
Things every CEO should do in support of HR includes them being proactive, agile, and adaptive to changes in the market. This could mean constantly keeping an eye on the internal environment or company culture.
With that,CEO and HR communication will also strengthen as they will constantly be in touch with HR leaders or executives.
They must discuss new ways to deal with their employees at every stage of their work lifecycle. Together CEOs and HRs can establish benchmarks for employees. By following that, their team ensures that:
This is amongst the most importantthings every CEO should do in support of HR. When CEOs initiate a module likeSocial Intranet on uKnowva HRMS, they open doors for employees to feel important and valued for their daily contribution.
Employees can like, share, comment, and post their opinion on the Social Intranet system. This sparks their confidence, connection, and contribution to the firm’s achievement.
Plus, when top-performing employees know thatthe CEO and HR relationship favours their hardworking efforts, they become charged-up.
So, they want to showcase their talent more when they realise that management and C-suite executives are recognising their work on time.
Besides that, using Social Intranet UI promotes better user or employee engagement.
With a high rate of that ratio, retention improves, employees’ tenures are longer – they are happier, more satisfied, and in alignment with company culture.
Additionally, recognising team efforts on time in front of users registered in the HRMS persuades employees to have a positive perspective on the workplace environment.
That, in return, strengthens the company’s internal or employer branding tactics. Furthermore, it leads to positive word-of-mouth and the scope of loyal employees turning into true brand ambassadors.
Overall,CEO and HR communication should be strong and transparent in recognising team efforts. After all, companies reap multiple benefits from this activity when performed timely.
Employees cannot stay in a firm forever. That isn’t healthy for either of them. What employees can do more smartly and creatively is to focus on building better company culture and revolutionise brand image/value.
With a positive and strong branding: internal and external, employees would turn up to work every day. Even if ex-employees would want to return to the company after exploring their talent outside the workplace.
However, theCEO for HR can advise hiring managers to read insights on employee behaviour. These are easier to read and decipher when generated in real-time from HRMS tools. From there, data sets on registered employees are easily accessible.
CEOs and HRs can check facts and figures related to:
Such insights prepare CEOs and their HRs beforehand when an employee is likely to leave the organisation. The analytics would alert them before that happens.
They together can work on formulating a corrective measure like stay or exit interviews. From these surveys or discussions, it’s clearer to HRs and CEOs about the ground on which an employee makes a tough decision to exit the firm.
Nurturing, managing, and developing employees is a constant cycle. So, when studying fivethings every CEO should do in support of HR, this hits the list.
Because without nurturing top-performers, they would eventually get bored and feel left out. If that emotion kicks in, employees might start taking leaves unnecessarily and eventually depart.
But with constantly improving CEO and HR communication, such adversaries could be halted. For that, CEOs have to keep investing in new ideas, tactics, strategies, and HRMS tools for boosting engagement, development, and management.
For instance, employees can share learning content, modules: video/audio/text, and others on the network. It will be delivered to employees in the firm instantly.
They can begin reading and perusing the course. Later, they can be assigned projects that demand employee execution of those skills. If this cycle keeps repeating, employees in a firm would never be who they were on the first day. That’s a big achievement for CEOs and HRs.
From the fivethings every CEO should do in support of HR explained above, it’s clear that entrepreneurs have to up their game.
They can no longer think hiring and recruiting is the only task of an HR function. Now, their strategies go beyond just acquiring, nurturing, and managing.
It’s also about how people engage with the company and to what depth. Acknowledgement of this statement makes HRs better executives and CEOs better leaders.
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Traditionally, HR was just a firm's paper-intensive and not so much creative department. Then there was a major misconception about learninghow to streamline HR communication. It was majorly because of limited information or technological support.
People outside the HR tech world thought HRs and their teams were only responsible for hiring/firing and generating salaries.
But with advancements in HR communication and employee experience, HR has outperformed and proven its worth consistently.
Let’s learn about the same in detail in the blog post below.
HR generalists have better and more complex roles in executing than just hiring and firing people. Their roles now surround how employees experience their companies from day one to the last.
This is not an easy task to follow through. First, HRs have to set their people analytics goals and work on continuously improving their delivered efficiencies. They are, after all, the first point of contact with the firm's brand image.
Hence, while learninghow to streamline HR communication, there can be an existence of an HRMS.
uKnowva HRMS is the perfect example here. It’s a cloud-based and AI-backed solution for HRs to streamline their tedious targets, which are time-consuming, repetitive, yet important. In addition, this software helps HR teams to get rid of tasks that do not relate to their KPI directly.
Afterwards, HRs and their teams can focus on their hired staff more on a given day.
The most important part of learninghow to streamline HR communication is to find the right hire at the right time. That’s possible when HRs are using appropriate hiring, talent acquisition, staffing, and recruiting sources/channels.
These channels will enable hiring from literally any corner of the world – keeping the budget in perspective. This impacts HRs and their communication system greatly. Because working with remote employees is a complete contrast to managing offline workers.
HRs have to yet again bring their talent from any corner on the same platform. Their core task would be to welcome team synergies, despite their workplaces.
However, whilehiring remotely or virtually, HRs are then free to look for new avenues to find the right talent. They wouldn’t be limited to a particular location or demography. This hiring or talent acquisition behaviour eagerly and enthusiastically impacts the company’s internal culture.
Moreover, at some point, managing and working with remote employees can be cost-effective. They would not be required to come to the office daily. Therefore, wellness programs surrounding remote working employees are pretty affordable.
Another concept while learninghow to streamline HR communication should be to encourage and empower employees to remain employable.
As it is, today’s time is quite competitive. Every day, employees and potential candidates keep upgrading their knowledge and skills online.
If that doesn’t happen, employees eventually feel compelled to learn new things. Because every 3-6 months, there is a new trend in every other vertical. It is an unavoidable side-effect or by-product of the hyperconnected world.
So as an HR generalist, it’s your core duty to develop your talented hires. For that, you can share learning materials, certified courses, and sponsor scholarships or Master's programs to your employees at a self-learning pace.
In fact, you use management software like uKnowva to check and verify if your users are taking new courses provided to them. Also, check how many passed, failed, or are still stuck at one or another session of the entire module.
There is complete transparency that boosts ongoing productivity using these tools. Your teams would be encouraged, too, in the end, to do better and contribute more to the firm.
As a loop, you can encourage your employees to upgrade their skill set. In the end, this will only help them when the appraisal cycle approaches.
We all are living in a VUCA world. That’s a universal truth of this decade and beyond. Data and information are accelerating at an insurmountable rate. In this messy situation, HRs can provide their employees with a trustable platform to grow at their own rate.
That is why HR generalists must research and invest in advancedHRMS solutions like uKnowva.This software allows HRs and their teams to automate their tasks, save time, and reduce man-hours and operational costs.
This software always helps HRs deal with heaps of datasets at once. There are live dashboards, insightful reports, and analytical insights. These all depend on the user data generated inside the system.
That means there is no need for manual work from an HR team’s end. Instead, the system automatically generates reports and draws predictions on the happiness metre. That is for calculating attrition and retention rates for the next 3-6 months.
However, those are just a few examples ofstrengthening HR communication and employee experience in the firm. You can justify which technologies to use for your firm, evaluating the company culture first.
How to streamline HR communication becomes interesting to divulge with the involvement of targets to complete. But in today’s busy schedule for every employee, it becomes quite mundane and time-consuming.
With an HR management system, HRs can streamline this for their employees. This system enables HR and their teams to automate their monthly targets. From there, they can check what’s achieved or what’s not.
The teams’ efficiency level and performance levels are also on track using such tools. HRs and their employees can also set automated reminders to evaluate their weekly accomplishments.
This entire practice is productive and strengthens trust between subordinates and their superiors. They can be of any department. In the long run, helping employees set and automate their targets directly impacts their performance metrics for a defined period.
Employees feel encouraged when they see their progress and contribution matters. They will do better, even the best next time, if that performance appraisal system is streamlined.
Every new-age HR generalist must have enough eagerness to knowhow tostreamline HR communication. That is how they manage, empower, and develop their employees with the trendy company culture norms.
This blog post too educates you about the top 5 trending ways to automate your HR communication and enhance employee experience.
Reread the pointers to reinforce them in your organisation to communicate that every employee’s contribution matters.
The business world never stopped, and it won’t either in the future.
Rather, factors like effective internalHR communication and its streamlining ideas have finally come into the limelight to nurture hired talent in a firm for its long-term success.
Companies now understand that communication is just a tap away irrespective of their size. It shows how fast the exchange of information takes place in an organisation. Or, how easy should it be even when the business and HR operations grow more complex.
At times like today, where employee branding is at its peak, outdated communication tools wouldn’t be profitable.
Team leaders have totackle everyday human resource issues with forward-thinking approaches. For that, they must learn differentstreamlining internal communication ideas in 2022.
It’s a growing responsibility of HRs to bring and offer a positive experience to new and existing employees at every level. Their first and last experience in the organisation must maintain a standard and continue to grow.
With that in mind, HRs can useHRMS suites to bring inclusivity and diversity to their company culture. Because a welcoming workplace and theright tools and technological aidto build a robust company culture together.
When that’s in place, people look forward to working in that company – be it at any hierarchical level.
To correctively streamline HR communications, team leaders must also check if employees are:
Further, HR must create employee experience (EE) goals to distinguish themselves from competitors and establish a favourable brand. As a result, employees can be burden-free to share their opinions and connect well with the company every day.
60 percent of employees use mobile apps for their office tasks as perthe Digital Strategy Consulting report. Whereas, anEmailMonday report concludes 47% of people use mobile for opening/checking their work emails.
These stats matter because there is an increase in mobile phone penetration amongst the world’s most populous countries. That includes India. Therefore, companies have to continuously develop communication apps or use anHR management system that integrates with one.
These communication apps or tools help in improving the productivity, engagement scores of each employee, and remove unnecessary scope of misunderstandings.
It’s only possible because mobileHR communication apps are easier to access and use to exchange useful and important information. In addition, these communication channels are direct, both formal and informal, saving time with cost.
Employees can find the company’s latest news on newsfeed like onuKnowva. In addition, they can participate in quick polls to cast their vote to change and improve the company’s existing culture.
As we move ahead, it’s also important for companies to acknowledge that they will hire more millennials and gen-z talent.
These generations are already quick tech-savvy, or lovers of mobile devices. They work more efficiently on text rather than on call. Which also points to the fact thatHRMS suites like uKnowva must have robust:
Labour shortage is evident across all industries given the current crisis in the world, especially central Europe. Amidst that, it’s pressurising for HRs to continue to nurture their top-performing talent without losing calm.
But retaining good employees can only work whenHR communication focuses on giving them equal and timely recognition. As appraisal and motivation go hand in hand.
So, when top hires feel good about working in a firm, they decide to delay their shift to the next company. But, equally, it also leads to less voluntary turnover, which means an effective retention process in place.
However, there are metrics to decide and evaluate good performing employees’ recognition.uKnowva HRMS implements such metrics by any firm as these are:
Carrying out these tasks helps build trust between employees and their immediate mentors or relationship managers. They feel that their work matters more. And as a snowball effect, they would put more effect on the next project.
Hyperight comments that People Analytics in HR discerns further talent acquisition and management trends. Organisations can use this data from their digitally transformativeHR management system –uKnowva to understand their employee behaviour in any given period.
These data-driven insights also highlight the most preferred communication channel by employees currently working in the firm. For that, HRs can roll out a pulse survey or poll.
Certain metrics should be presented in theHRMScompanies' data for insightful reports. These are, but not bound to:
Later, HR managers and admins can review the reports to take necessary actions to strengthen internalHR communication between teams and peers.
Employees’ wellbeing is crucial for the success of a firm. If they do not feel their company satisfies their morale, ethical, professional, and societal needs, they will leave the firm sooner than expected.
There are tight deadlines at times in the organisation. It depends on the project they handle. But HRs should use employee directory, employee data, and their profile to know if they can handle the work pressure.
To nurture their talent and mellow down their burnout phases, it’s a must for HRs to:
Conduct team-building exercises: to strengthen their trust and value in the company and peers.
Help them lower their stress: conduct entry, stay, and exit interviews to know the trigger points of top-performing assets overlooked by analytics.
Set up employee assistance program: help employees achieve their monthly or weekly goals using timesheets and project management features in anHRMS. They get better at managing stress and workload this way.
Streamlining of HR communication is possible with the 5 effective ideas mentioned above. They are coupled with industry reports and statistics.
HR admins can begin incorporating those ideas at the entry to exit level using future-readyuKowvva HRMS. Later it’s easier to study the changes in employee behaviour later to check the ROI of each method or idea.
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