Employee experience, often known as EX, is the ‘big thing’ this year. Rather than focusing on specific employee challenges and solutions, such as engagement, satisfaction, and organizational culture in the past, EX is an effort to capture a more holistic approach.
EX isn’t simply about your HR policies and systems, nor is it about putting in quiet rooms or hammocks, nor is it about your employer brand, salary packages, or an annual staff survey… EX is the totality of an employee’s everyday work experiences, and it may comprise all these and more.
Simply put, EX encompasses all of an employee’s interactions with the employer organization, from the initial request for an online application to their departure day. EX is anything that has an impact on the people that work in a company. This article will talk about why human resource management system providers should concentrate on EX:
Why should you be concerned about employee experience?
Employers are increasingly looking at EX as a whole for a variety of reasons:
- The war for talent is still going on, and with a skills shortage, EX is in a good position to attract the top job prospects.
- Platforms like Glassdoor, LinkedIn, and others allow employees to communicate and score their employee experience – they might not always call it “EX,” but that’s what it is. Your EX is an extension of your brand.
- It could be a generational issue, but today’s workforce is more prone than in the past to transfer jobs and employers, constantly hoping for a better experience.
Why should HRMS Providers Concentrate on the Employee Experience?
Self-service:
Smaller, regular daily transactions generally mean the most in terms of employees ‘HR experience’ because they’re taken lightly – but if there is a problem, it frequently has a substantial impact. Self-service is the most convenient technique to make such operations as seamless and routine as possible.
Furthermore, by completing their transactions through an automated HR interface, personnel are not reliant on HR personnel availability – they can easily book a leave, check their salary, and select their benefits package. The foundation of an employee’s HR experience is HRMS self-service.
Plan for personal development: Performance management can sometimes be excessively cautious with the past and present. However, an HRMS that emphasizes an employee’s future growth conveys the clear message that you want this individual to stay and are willing to invest in their skill set and professional expertise.
A clear promise, and an addition to the EX you’re delivering, is an individual development strategy that provides new abilities relevant to current tasks and potential prospects.
Automated onboarding: New hires created a lot of documentation, from editions of the Employee Manual to T&Cs and contracts to sign to emails and letters back and forth. Automated onboarding is becoming more common in HRMS, decreasing the human aspect in the information exchange and increasing the process’s effectiveness.
Onboarding also refers to when a new hire forms their first thoughts of what it will be like to work for their new firm. In other words, induction is one of the first (and most formative) employee experiences, and the correct HRMS may give that early exposure a professional polish.
A Human Resource Management System contributes to employee empowerment by assisting them in managing and keeping track of their duties on their own, with the assistance of management as needed.
It eliminates the need for someone to monitor them constantly and fosters trust in the organization’s processes. Reducing the staff and the organization gap is a positive step toward developing a productive and long-term staff. As a result, implementing HRMS yields a positive return on investment.
