Work is changing fast. How will your organization keep pace with the speed of it? Here are 4 ways to control employee chaos, to effectively manage change and get the most from your workforce.

  1. Strategy: Driving Value through Key Workplace and Workforce Initiatives

    HR plays a vital role in managing employee-centered activities and driving the value of human capital. To become more than just an administrative department, HR must be involved in initiatives that drive results—which means having them addressed at the leadership level.

    Demographics are changing and the war on talent is real. According to Inc., Millennials will make up 75% of the global workforce by 2025. HR must be ready to meet changing workforce needs from talent acquisition and development to employee experience and culture.

    Modern talent has expressed a demand for flexible work options and a focus on well-being. In fact, according to a recent study by Robert Half, 35% of workers wouldn’t accept a job that was a perfect match if the company culture didn’t fit.

  2. Communication: Setting the Stage for a Collaborative Work Environment

    Several research studies have shown that company culture affects everything from productivity and compliance to organizational recovery from missteps. To effectively communicate values, foster trust in the workplace, and champion organizational culture, HR employees must develop strong communication and leadership skills.

    Additionally, it’s important for HR to provide training for managers to become effective leaders. Gallup’s State of the American Manager report showed that a bad manager can negatively impact employee engagement. In another survey, 45% of employees indicated that a lack of trust in leadership is the biggest issue impacting work performance. Establishing clear, open, and ongoing communication can increase leadership effectiveness, productivity, and loyalty.

  3. Risk Management: Balancing Competitiveness with Compliance

    From negligent hiring and poor attention to retention programs to occupational fraud, HR must balance the optimization of human capital with the inherent risks. HR leaders must guide the company on issues of fair and equal pay, compliance with employment laws, and training needs—and implement appropriate controls.

    To accomplish this, many successful organizations are using AI-powered solutions like predictive analytics. Historical data is used to forecast trends using statistical modeling and other techniques. HR can use these insights to predict job fit, identify compliance risks, create regulatory reporting, and improve retention.

    “Advanced analytics are helping to make risk management easier by giving leaders insight into restructuring systems or putting stronger prevention measures in place.” (Inc., 2017) In an Inc./HRCI survey, 41% of respondents indicated that HR certification can also prepare HR staff to minimize risk.

  4. Talent/Resource Development: A Critical Part of Your HCM Strategy

    Modern workers expect employers to prioritize employee career development and growth. This can include formal training, coaching, continuous feedback, and goal-setting. When managers focus on talent development, 61% of workers are engaged compared to the nationwide average of 30% (Entrepreneur, 2019).

    A successful talent development program can help you connect employees with mentors to provide job and career guidance. On-demand access to personalized learning programs are valuable ways to connect employees with the hard and soft skills needed to achieve growth as well as meet changing business needs.

    It also makes sense to look outside your organization in order to find talent and fill in skills gaps. Consider how to use outsourcing, internship programs and global partnerships to support your workforce needs. For example, internship programs can fill temporary needs while providing a steady stream of potential future full-time employees.

    Within the HR department itself, recruiting, training, and policy writing can easily be accomplished by partnering with an expert consultant. Other HR roles, such as benefits management, can be greatly automated through the use of technology. Some organizations are even outsourcing the entire HR function to external firms that can offer greater economies of scale.

The Chaos Ends by Starting NowAsure Software’s AsureHCM platform and services provide the cost-savings, risk-mitigating tandem to scale HR effectively, continuously, as your business evolves, addressing the digital realities of the modern workplace and fluid workforce. Contact Asure to discover how.

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