Human capital management solutions are all the rage. Often referred to as a collection of single point solutions that together make up a set of practices related to human resource management, these practices are focused around the management of employees, and typically around the organisational needs of hiring, development, and pay.
Yet employee management expectations have shifted in recent decades, with technology being the most common driver behind these changes.
The way people interact with each other has evolved; from personal and one-way postal mailing to two-way voice calling, and now to dynamic social interaction. With each phase, the way people communicate and means by which they do so have changed.
Just as talking on the telephone taught us the art of conversation, from beginning to end in a single take, social interactions have taught us how to have multiple conversations and handle diverse media simultaneously; at anytime and anywhere.
In other words, making social connections isn’t just another way to communicate – it’s changed the way we communicate as well.
Helping and guiding employees, and giving them the support to be the best they can, is a common mantra in many HR circles - this hasn’t changed. What has changed is how HR does it. It’s about tweaking, and even revolutionising the HR model and how HR works with employees, beginning with its communication channels. Just as social media has transformed the way we communicate with our friends and family, communication methods in the workplace must too evolve.
Employee communication must be adapted to today’s technology. Paper just doesn’t cut it anymore - too many employees will miss the message. One common approach has been the use of digital signage. Email blasts are also typical. But be aware that even if you do go digital, not all digital methods of communicating are effective. For example, while digital is without doubt the way forward and the foundation of our new communication model, emails can go unnoticed and often don’t give employees the opportunity for dialogue – meaning communication remains top-down and one-way.
HR needs to start thinking about communicating to employees via social channels, instead of via old-fashioned broadcasting. Social channels allow you to connect with employees, and promote discussion and dialogue amongst peers. Employees might not be using social channels during work, but it is here where they feel most comfortable and where they engage and interact with content. Posting here will not only ensure messages get out, they’re more likely to be readily understood as employees have the freedom to create their own dialogue with each other around the subject or issue.
Human Capital Management solutions can represent an integrated employee ‘hub’. They provide a central place for anything related to their employment, such as pay, time, absence, benefits, pension, organisation, talent development & training, and more. As a hub, employee communications can be integrated with your HR processes and services, orientating and encouraging employees to engage in group dialogue with their peers, management, as well as HR.
You need a human capital management solution that is designed for your future. Not only should your HCM solution help HR and employees with a wide range of processes and services, it also needs to support current communication methods – which means enabling social interaction and dialogue.
Providing integrated solutions that are digital and socially enabled isn’t about giving employees an added bonus; the art of communication has headed in this direction and it’s down to employers to keep up.
Communication is key to the business success, and as the way we communicate and interact at the societal level evolves, employers must also rethink how management, HR and employees engage and communicate with each other in order to keep driving their business forward.