Recently many of the conversations I’ve had have turned to the topic of integrating individual talent-related systems together to create one seamless user experience and how that should look. Industry analysts also report that this is a growing area of interest. I know, from personal experience, that it’s pretty straightforward to find best-of-breed standalone solutions, but much harder to find the one system that perfectly integrates these all together, with sacrificing functionality along the way.
I’ve taken a step back and taken a holistic view of what an integrated talent suite should offer, not so much in terms of the user experience – as important as that is – but in terms of the functionality that will add the most value to the business. For me, it’s the story told by the data that originates from each component in the mix that provides the real impetus to integrate. And the problem I believe we are trying to solve: finding, developing and retaining the maximum number of high-performing staff to deliver the business’ objectives. Continue reading “Designing an integrated talent suite that adds value”
One of the major issues with a digital on-boarding experience is the fact that it can quickly become a victim of its own success, with the result that it becomes unwieldy. It seems that every stakeholder in the organisation wants to see something from their part of the business included in the programme and it’s always deemed “mandatory” that every new starter completes it.
The outcome: new starters and their line managers complain that their first days or weeks on the job are taken up with e-learning – blame is more easily placed on the method and not the content – and stopping the employee getting on with their new job. You then have to start unpicking it and negotiating with certain stakeholders to remove their content from the programme. In this second of two posts, I will look at what should be included and how. Continue reading “Defining a Successful Digital On-boarding Experience”
E-learning: the cornerstone of nearly every corporate employee’s on-boarding, induction or new employee orientation – whatever name you give it. Associated with a seemingly never-ending number of compliance training courses, it’s the bit your new recruits are eager to put behind them and that causes L&D and HR administrators much stress and heartache. And it’s undoubtedly a major cause of the dissatisfaction with e-learning, when that need not be the case.
But it’s not just the general malaise that it can induce on your new starters that should be of concern. It’s critical that your overall on-boarding process hits the mark for each person. The evidence shows that getting things wrong here can have a major impact on your business. So it really is time to take a new look at your digital on-boarding programme. In this first of two posts, I will look at why it’s important to get this right. Continue reading “The Importance of Getting Your Digital On-boarding Just Right”