The Power of a Single-Platform HCM System

Organizations are quickly moving away from disparate workforce management systems that attempt to share data through integrations that are slow and unreliable.  The best Human Capital Management systems are those that house Human Resources Information Systems, Payroll, and Time and Labor Management functionality on a single-platform with a single database and a single user interface.  Integration between disparate systems is not only inefficient, it is becoming impractical in today's complex employment environment.  A single-platform HCM system is now the industry standard for managing your workforce.  

Benefits of a single-platform HCM solution:  

• Electronic Forms - Deploy your forms and allow employees to complete and sign them electronically.  Schedule forms for completion and the system will manage employee compliance.  Save the forms in the system for easy retrieval from any functional area of the platform.  
• HR Actions - Automate process and activities so that the software guides employees through the process.  Automatically update payroll when HR actions change benefits or payroll information.  
• Workflows - Processes that require the involvement of multiple people, including approvals, can be automatically directed by the software using the workflows that match your requirements.  Workflows can be implemented for electronic forms, HR actions, applicant tracking, employee onboarding, and other processes you want to automate.  
• Applicant Tracking - Candidates can view your job openings and apply directly through your platform and track their progress to hire.  When an applicant is hired, you can automatically make the applicant an employee without migrating, or worse, manually entering employee data captured during the application process.
• Onboarding - When an applicant is hired, the employee can review and electronically sign forms directly within the system and be immediately activated as a hired employee.  Tasks can be assigned to other employees to provision the new hire's work environment.  
• Performance Management - Manage your employee review process natively within the system.  
• Other areas of an all-encompassing HCM platform:  
• Training and Certification Tracking
• Asset Management
• Online Benefits Enrollment and EDI Carrier Feeds
• Workers Compensation Tracking
• FMLA
• Turnover, Job History, and Position Management
• Skills, Education, and Credentials Tracking
• Compensation Management

Single-platform HCM systems are imperative to comply and thrive in an employment landscape that is increasingly complex.  To learn more and to see how Mosaic's Workforce One platform can help, visit www.mosaices.com or talk with an expert at (303) 645-4270.  

6 Strategies to Retain and Engage Employees

In a recent study from the Energy Project (2013-2014) only 7% of employees have their core needs met at work with slightly over 59% surveyed not having any core needs met.  There were four core needs measured in this survey: renewal (physical), value (emotional), focus (mental), and purpose (spiritual).  These statistics are staggering given the fact that employees spend approximately 80% of their work week interfacing with clients.  If employees are not growing and being nurtured, can it be expected that they will be able to delight clients by helping them thrive?  Attracting top talent continues to be a key component of any company’s strategy.  However, the ways in which top talent is recruited and retained is a hot topic that is largely debated in today’s literature.  Too many companies hire good people only to let them flounder once they come aboard.

Quality onboarding practices embraces ideas such as making new hires aware of company history, their specific services that are unique to the marketplace, and intensive job-specific training.  Driving high performance, creating a common language across the company, and strong cultural buy-in are essentials in today’s employment landscape.

In the last several years, employee dissatisfaction has become a major hot-button issue for many employers.  This is supported by a Kelly Services survey that reports that around 44% of respondents feel valued by their employer, yet they actively are looking for better job opportunities.  Employees who are content with their current position are actively seeking greater meaning and engagement from their positions; an attitude and activity that must be nurtured and encouraged. 

Here are 6 strategies to increase retention and engagement amongst employees:

1. People want to be valued, cared about, listened to, appreciated, respected, and involved. These values directly relate to basic human needs that, if nurtured, will contribute to an employee that exhibits ‘leadership from the heart’.
2.  ‘Face to Face’ appreciation for a job well done carries clout and strengthens workplace relationships.  People need to feel that their work is valuable and makes an impact. 
3. Create a healthy work environment by committing to positively blend the different generational needs and values of the workforce to leverage their diverse strengths of knowledge and skills towards productive activity.
4. Set reasonable expectations for work-life balance and affirm them with positive reinforcement and incentives.
5. Communicate company values and strategy often to maximize employee buy-in.
6. Encourage creative out-of-the box thinking.  Let employees know you’re receptive to new ideas.

Your employees directly affect client experience and the bottom line. The moral of the story is if a company does right by the employees, they will do right by the clients, and new business will follow as a consequence.  A simple statement that requires a complex approach.