09 May Top 4 Takeaways from HR Redefined 2019
Advizr was in attendance at Namely’s annual HR Redefined event this last Monday and captured a ton of interesting takeaways. Below we have narrowed down some of the best nuggets from the event.
Give a read and let us know if you agree.
#1 HR Software Value: Best Viewed At The Macro
Though rolling out a new human resource software solution can seem a daunting task, even among those organizations flush with resources, buy-in remains key.
The first step, of course, is to vet new programs in advance for ease of onboarding and rollout recommendations.
After the decision is made, look to convince middle management and get them on board as soon as possible, with the benefits at all levels clearly explained. Most of the traditional pillars of adoption and utilization, such as awareness and education on value, will work that much better when bottom-up internal campaigns are coupled with a top-down emphasis and context from management.
#2 Culture is Key
Morgan Chaney, of Blueboard, Inc., shared her thoughts on the value of thinking “like a marketer” when promoting and building an employer’s brand, an opinion that has only been gaining traction in the HR world these last few years.
#3 Every Organization is a Tech Organization Now
In an age where flexibility and scale are table stakes for any human capital management solution, the answer of choice is resoundingly one that incorporates technology. Along with that, of course, comes the need for personnel that are versed in the minutia of many different platforms, languages, and suites of technology.
Okta’s Chief People Officer, Kristina Johnson, summed it up, saying that scarcity of talent isn’t a challenge that is going away, and is, in fact, getting worse; companies will need “truly technologically enabled work environments” and that committing to and investing in the best technology for their employees will be a must when fighting high attrition rates and attracting top talent going forward.
#4 Experience is Important, but ROI is Necessary
The need for human resource benefits program decisioning to consider overall value, and ultimately show a return on investment, is not a new concept and has long been the looming question in the area of Financial Wellness solutions and similar benefits programs that have traditionally fallen prey to an over-reliance on “soft” metrics and warm and fuzzy qualitative data. Only recently have we seen an uptick on reporting, research, and discussion that quantitatively addresses the question of Return on Investment, as it relates to Financial Wellness.
This is only for the best, as a focus on client benefit will ultimately lead to tighter design and emphasis on value in those third parties looking to meet the needs of today’s employers and employees.