Digital HR and best practices, Slides of Human Resource Management

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Digital HR and

Compensation &

Benefits

RK

Group 8: Aanand | Aashit | Dipti | Puja | Ritesh | Shashwat

What is Digital HR?

Digital HR is a process optimization in which social, mobile, analytics and cloud (SMAC) technologies are leveraged to make HR more efficient, effective, and connected. In other words, it’s a tectonic shift in the way Human Resources function. The sole application of new technologies is not what makes HR digital. Digital HR should also align culture, talent, structure, and processes to balance efficiency and innovation, as well as to sustain a measurable impact on the greater organization as it continuously transforms. Digital HR can be divided in four phases:

• (^) HR efficiency: In this phase, companies invest in and build technology platforms that efficiently manage
• (^) HR processes: often through existing HR technology providers. HR effectiveness. In this phase, technology is used to upgrade practices in people (staffing, training), performance management, communication, and work.
• (^) Information: In this phase, information is shared for business impact. Data is accessible, internal data is combined with external data, and people analytics is leveraged to create business-relevant insights.
• (^) Connection/experience: In the final phase, digital HR is leveraged to create a connection between people. Social networks are leveraged, experiences between people are created, and technology enables a stronger feeling of belonging. Source: https://www.digitalhrtech.com/back-to-basics-what-is-digital-hr/

Why do we need Digital HR and Compensation & benefits? Planning compensation requires careful analysis of a variety of datasets, in the specific context of your company. ADP Research Institute’s research revealed that compensation in the U.S. was projected to increase at a 17.4% average, but each industry has its own “unique dynamic.” For example, promotions in leisure and hospitality are less than 6%, compared to the national 8.9% average. In contrast, the IT sector promotes 11% of its workforce. So, how do you figure out the matrix of compensation and promotions that works for your company and industry? This is where compensation management software comes in. Interestingly, it is not just a platform to automate payments to employees and contingent workers (payroll software performs that function). Instead, compensation management software lets you take data-driven decisions around total rewards, the right governance policies, bridging pay gaps, and other strategic areas. Source: https://www.adpri.org/assets/2019-state-of-the-workforce-report

How do we implement Digital HR and Compensation & benefits? Some of the ways to implement digital HR practices is through 1.Outsourcing to 3rd party vendor- Many organizations now link or outsource many of their benefits information support. For example, financial services organizations provide their clients’ employees with financial literacy information, allow them to forecast the financial implications of their decisions. 2.Training and workshops regarding the tools and software to make the transition seamless and productive in the long run. Older employees find it difficult to adjust to the new tools. So, for such employees, one to one session is organized by the trainer or the agency implementing the tools. .3.Communicate with employees so they understand how and why e-HR data about their compensations are being collected and used. 4.Interlinking Compensation system with other performance management systems via interactive dashboards which are easily understandable

Examples of tools for Digital HR and Compensation & benefits?

Best Case Practices for Digital HR Socialize findings at each stage One of the key outputs of Digital HR systems if feedback from users which can produce useful insights to improve organization efficiencies and achieve the KPIs. Publishing weekly grievances dashboards, recruitment #s etc will allow transparency and also evaluate the processes before taking the next step Grolsch- digitalization of the company’s employment terms in a system that shows every employee’s personal situation and benefits whenever they register changes. Develop balanced transformation teams Develop solutions keeping users in mind who are the business users. Solutions & technology should not be imposed on the users. Anchor Trust, BofA recruitment decided to start using a purpose- built recruitment Chatbot built into Facebook Messenger with questions that allow them to screen and engage with candidates directly Include ongoing management changes Implement the desired changes to promote adaption is critical so that employees don’t go back to the previous ways of working. For e.g., Leave Management vs Email based leave applications because the reason for leave is not available on the portal KPMG- The company’s onboarding app sends new hires all the practical information they need to know before their first day, contact details of their new colleagues, etc. Source: https://www.predictiveanalyticstoday.com/best-practices-for-digital-hr-transformation/ https://www.digitalhrtech.com/digital-hr-case-studies/

Performance Measurement & Tracking (muCompass)

• (^) An excel-based decentralized process of defining half-yearly goals and evaluation was transformed into an org- wide application called “muCompass” which tracked all the performance attributes like awards, goals, completion status, courses undertaken, client appreciation etc.The platform enabled an efficient tracking and was used for promotions, team transfer and also for project allocation Leave Management Portal
• (^) Company implemented a stricter timing policy and inorder to track that the Leave management system was updated to include these policies and reduce any inefficiency that might come in due to manual interventions Benefits portal
• (^) Aon Hewitt powered software to manage pay slips, income tax, declarations etc was provided to all employees Peer Learning - Mu Sigma

Case Study 1

Gamification of Compensation & Benefits-Mu Sigma

Peer Learning - Myntra Some of the external software used for managing the compensation and benefits included Success Factors | Eureka | HrBerry | Fusion Tool (for expense reimbursement)

• (^) However, Myntra had an app made by in-house development team (on a trial basis) for use of employees like book a cab (in collaboration with Ola and Uber) under corporate account.
• (^) They had uploaded all the employees' medical benefits on the app (doing away with the hard copy of the insurance ID card)
• (^) Another benefit was employee discount over selective merchandise , especially before their famed EORS (end of reason sale). The discount was generated via the app for each employee.
• (^) The LMS via SuccessFactors was another tool used extensively for employee engagement that encourages the people to upgrade their skill sets. The employees could register for a particular course (free of cost).
• (^) Entire employee profile is on the go on the app, no need to log in to desktop/laptop to access the Salary slip , tax forms , etc. It was seamlessly synced.
• (^) Sodexo food card top up can be requested via app. Earlier the employee had to mail to the concerned person with details.

Case Study 2

The need for Artificial Intelligence in HR-The success of inFeedo