Workshop! TRENDS THAT WILL SHAPE HR IN Facilitated by Fallon Carpenter and Ben Healy

Transcription

1 Workshop! TRENDS THAT WILL SHAPE HR IN 2018 Facilitated by Fallon Carpenter and Ben Healy

2 Survey

3 Employee Value Prop What s in it for me? College education Source: TalentLyft;

4 Topic 1: Employee Value Proposition (EVP ) 1. Does your organization currently have an EVP? 2. How authentic is your EVP to your company? Does it differentiate you in the marketplace? 3. Does your EVP encompass rewards, work, opportunity, and culture? 4. How is the EVP currently communicated? To current employees? To prospective talent?

5 How to build an EVP Building an EVP is a good exercise for all Senior Management to go through. It gets them thinking about important questions about working at their company. A good EVP is targeted to the priorities of the kinds of people the organization needs. Are we doing anything that is disconnecting employees from their natural connection to the company mission? Are we transparent enough? Is this a cool or good place to work? Are we asking them to make bad tradeoffs between their work and personal lives? Are they happy?

6 4-Steps to a World C lass EVP Research: What is your current state of your EVP? Conduct quantitative and qualitative analysis of perceptions and priorities Design: What do we want our EVP to be? Build a compelling, credible EVP that showcases and differentiates company strengths Implement: How do we bring our EVP to life? Deploy the EVP by identifying improvement opportunities and promoting the EVP Measure: How do we measure its impact? Set up mechanics to track impact of the EVP improvements. Work force surveys and analytics, executive interviews and workshops with key stakeholders to understand external and internal perspectives Qualitative focus groups that enrich the firms understating of the employee values and perceptions Branding and marketing support, including optimal and differentiated messaging

7 C ompany Examples HubSpot: We re building a company people love. A company that will stand the test of time. So we invest in our people, and optimize for your long term happiness. Hubspot s careers page does a lot to highlight the individual people at the firm through video, testimonials. This content highlights creativity, opportunities for growth, and innovation. Hubspot is a company that understands employer branding and has thus featured their employee experience through content that shares life at the company. Yelp: We work hard, throw Nerf darts even harder, and have a whole lot of fun. Yelp has created a Yelp for working at Yelp type of experience on their page where current employees share insights on what it s like to work there in a UGC style. They use this to highlight company perks like a fully stocked kitchen, and the meritocratic work philosophy. This level of employee engagement says volumes about their culture to job seekers. Source: Next Wave Hire (Blog);

8 C ompany Examples Target: Oh what fun. Hop in Target highlights a less serious culture and the values of growth and skill acquisition to potential candidates. Goldman Sachs: At Goldman Sachs, you will make an impact With a rise in the millennial mindset of working for more than money, even wall street has changed their messaging to reflect how they add value to employees versus other companies. Again, check out how Goldman has leveraged their employees to the fullest in creating content that shows off why this is a great company to work for due to their focus on type A team players who want to own their careers. Source: Next Wave Hire (Blog);

9 Topic 2: HR Tech

10 Topic 2: HR Tech 1. Has your company recently invested money into a new HR technology? If so what was it? Did you identify the need for the company and present to Senior Leadership? Were you involved in the decision making process? 2. If you could have any HR related software (regardless of budget) what would you pick and why? 3. Have you identified a need in your company for certain software? If so what is it? Will you be doing research and presenting the need in 2018? 4. Have you implemented any technology into your HR process that has had a significant impact? What feedback can you share with others about your experience?

11 Areas of HR Tech Implementation Workplace productivity Gamification/engagement for: Employee recognition Learning and development Pulse surveys Team based communication (ex: Slackr) Performance Management Continuous performance management and goal setting; shifting away from annual reviews Systems for providing feedback Recruitment Applicant Tracking Systems Employee onboarding Focusing on the employee s experience (ex: mobile friendly)

12 Topic 3: Wellness (Financial & Health)

13 Wellness Stats 80% 1/3 53% $1.45T 3X A CareerBuilder survey finds nearly 80 percent are living paycheck-to-paycheck, almost half of the people you meet couldn t take care of a $400 emergency without borrowing money from someone or dipping into their 401(k). Willis Towers Watson s Global Benefits Attitudes Survey found that barely one-third of U.S. workers (35 percent) were satisfied with their financial situation in 2017, a sharp decline from 48 percent just two years ago. PwC s 2017 Employee Financial Wellness Survey of 1,600 full-time employed adults found that 53 percent of employees are stressed out about their finances. The Federal Reserve Bank of New York reports 44.2 million Americans are carrying student loan debt and the price tag has risen to $1.45 trillion. That translates to about $37,172 per person. Millennials have 300% more student loan debt than their parents

14 Topic 3: Wellness (Financial & Health) 1. As Healthcare premiums are on the rise, and the cost is falling more on the employee than employer. What is your company doing to help address this issue? 1. Does your company have Health Reimbursement Arrangements (HRA) setup? 2. Do you offer Health Savings Accounts (HSAs) for your employees? Does your company fund any portion? 3. Does your company incorporate reminders and education about these savings programs during the annual enrollment communication? 2. What is your company currently doing to assist in your employee s health? Examples of programs may include biometric screenings, walking challenges, healthy options education, discounted gym membership, onsite exercise classes, etc. 3. Does your organization offer financial programs to assist employees facing specific financial challenges (for example, younger workers with large student debt or older employees who need to increase wealth accumulation towards retirement)? 4. Another option for companies is to provide their employees with the option for personalized financial planning/counseling during office hours. Does your company currently offer services like this? If so how many employees utilize it?

15 Thank You