From HRIS to Employee Relationship Management (ERM)
Generation Y, well-being at work, flexibility and autonomy: how can HR adapt to employees' new expectations? If you follow HRIS trends, you may find your answer in Employee Relationship Management (ERM), which puts employees at the centre of the company's attention. Let's take a look at how Human Resources is redefining its role, thanks in particular to HR management software (HRIS).
Employee Relationship Management: definition
Employee Relationship Management (ERM) refers to a set of methods and techniques designed to create a strong relationship between employees and their company in order to build loyalty. This HR discipline is inspired by the marketing and sales techniques associated with customer relations.
The labour market has changed considerably since the 2000s. Employees have new expectations and new behaviours. That's why Human Resources is making the transition to ERM, which is a better response to today's HR challenges.
Employees have changed a lot in a short space of time
The massive development of new information technologies has radically changed the way people communicate. According to IDC, no fewer than 1.47 billion smartphones were sold in 2016, with 74% of Europeans equipped with one. This permanent access to information has had a lasting impact on businesses, where BYOD (Bring Your Own Device), the practice of using a personal phone to work, has given rise to new uses and new requirements.
74% of Europeans have a smartphone
For example, employees need access to their information from anywhere at any time. Developing their skills is increasingly done through short tutorials (articles, videos) rather than face-to-face training. Employees are also much more mobile, whether they are travelling on business or working remotely.
Employees want to be recognised as individuals
Employee satisfaction based solely on salary reached its limit with the 2008 crisis. Today, numerous studies show that an average of 60% of employees make working conditions a priority. Human Resources Departments therefore need to move from managing careers to managing individuals: ERM.
Modern HRIS software (Yourcegid HR Y2 On Demand, for example) offers employees a platform with content that is relevant to each employee. Employees benefit from collaborative spaces in which they can communicate, collaborate and retrieve personal information (photo, bank account, knowledge bases, tailored training proposals, etc.).
60% of employees make working conditions a priority.
The data held by HR departments can be used to make employees' private spaces and links with employees more relevant, provided that two conditions are met:
- The HRIS must have functionalities that take advantage of this data: personalised training proposals: personalised interface (photo, first name), personalised news.
- The HRIS must comply with European regulations on employee data protection, due to come into force in May 2018, so as not to put the employer at fault.
Finally, employees are looking for recognition, good working conditions and respect. These three fundamentals are radically changing the working environment: pleasant premises, agile management, communication, flexible and efficient working tools. Everything needs to be rethought with a view to retaining employees.
ERM makes it possible to forge a real relationship with employees. It is an integral part of building employee loyalty, which ultimately enables the company to maximise its return on investment. ERM also brings the benefit of creating a strong culture that the most talented individuals particularly appreciate.
The end of the HR function as an isolated support function
For their part, HR departments have to adapt. New collaborative relationships are emerging to replace top-down processes:
- Employee networking: employees share information with each other. In the most advanced companies, it is the members of a project who are themselves looking for skills within their company without asking the Human Resources Department.
- Employees want to communicate directly with HR: feedback, ideas for improvement, questions. HR has skills and knowledge to which they want access.
- The concept of à la carte training is developing for the new generation Y, who learn with short tutorials lasting just a few minutes. To control this new form of learning, HR must be able to offer content via a dedicated space.
- Finally, HR needs to be able to transmit information to employees more effectively, by segmenting populations (executives, permanent staff, fixed-term staff, etc.) and personalising communications.
The transition to ERM requires support for new methods, but nothing is possible without a modern HRIS. Take Cegid, for example, which has carried out an in-depth review of its method and product: Yourcegid RH Y2 On Demand.
HRIS: a tool for the transition to ERM
Cegid has made a quantum leap in usage with its new "Yourcegid RH Y2 On Demand" version. By providing HR and employees with an all-in-one Cloud platform, it facilitates usage and consolidates the Employee Relationship.
Its self-service entrance enables employees to update their bank details when they have changed and to submit holiday requests online. Holiday requests are sent directly to managers for approval, reducing the time employees have to wait. Pay slips, meanwhile, are dematerialised and accessible in a private area.
The payroll environment is totally secure, with standards comparable to those used by banks, and the data is hosted in France. Yourcegid anticipates changes in national and European regulations to ensure that HR practices comply with legal obligations. As the software is continuously updated, the HR department does not have to worry about risks.
Yourcegid is also surprisingly functional when it comes to talent management. The HRIS covers the planning, acquisition, retention and development of high-potential individuals: tailored training, interview management, skills development, and so on.
#HR #HRD 👉 How to retain talent with Employee Relationship Management Via @appvizer_FR - Click to tweet
Conclusion
ERM is a major HR trend aimed at adapting corporate strategy to employees' new expectations. The benefits can be seen in improved employee retention, and therefore a higher return on investment. As a result, HR departments need to change their methods, but also use appropriate tools. The HRIS is a structuring software package that must pave the way for modern practices.
Article translated from French