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're following HRIS trends, you may find your answer in Employee Relationship Management (ERM), which puts employees at the center of corporate attention. Let's take a look at how Human Resources is redefining its role, thanks in particular to HRIS software.
Employee Relationship Management: definition
Employee Relationship Management (ERM) refers to a set of methods and techniques designed to create a strong relationship between the employee and the company, in order to build loyalty. This HR discipline is inspired by the marketing and sales techniques associated with customer relations.
The job market has evolved considerably since the 2000s. Employees have new expectations and new behaviors. That's why Human Resources is making the transition to ERM, which better responds 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 a 74% equipment rate among Europeans. This permanent access to information has had a lasting impact on businesses, where BYOD (Bring Your Own Device), the practice of using one's personal phone to work, has given rise to new uses and new requirements.
74% of Europeans have a smartphone
Employees, for example, need access to their information from anywhere, at any time. Skills development is increasingly based on short tutorials (articles, videos) rather than face-to-face training. Employees are also much more mobile, whether on business trips or telecommuting.
Employees want to be recognized 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 pivot from career management to people management: ERM.
Modern HRIS software (Yourcegid RH Y2 On Demand, for example) offers employees a platform with content relevant to the individual employee. Employees benefit from collaborative spaces in which they can communicate, collaborate and retrieve personal information (photo, bank account, knowledge bases, customized training proposals, etc.).
60% of employees make working conditions a priority.
The data possessed by HR departments makes it possible to enhance the relevance of employees' private spaces and the link with employees, on two conditions:
- The HRIS must have functionalities that take advantage of this data: personalized training proposals: personalized interface (photo, first name), personalized news.
- The HRIS must respect the application of European regulations coming in May 2018 on the protection of employee data so as not to put the employer in default.
Finally, employees aspire to recognition, good working conditions and respect. These three fundamentals are radically changing the working environment: pleasant premises, agile management, communication, flexible and efficient work tools. Everything needs to be rethought with a view to retaining employees.
ERM thus enables us to forge a real relationship with our employees. It is an integral part of employee loyalty, which ultimately enables the company to maximize 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 must adapt. New collaborative relationships are emerging, replacing top-down processes:
- Employee networking: employees share information with each other. In the most advanced companies, it's 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 they want to access.
- The concept of à la carte training is developing for the new Y generations, who learn with short tutorials lasting just a few minutes. To control this new form of learning, HR needs to 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 and fixed-term contracts, etc.) and personalizing communications.
The transition to ERM requires support for new methods, but nothing is possible without a modern HRIS. Take Cegid, for example, which has thoroughly overhauled both its method and its 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 vacation requests online. Vacation requests are forwarded directly to managers for validation, reducing the time employees have to wait. Pay slips, meanwhile, are dematerialized and accessible in a private area.
The payroll environment is totally secure, with standards comparable to those used by banks, and 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 doesn't have to worry about risks.
Yourcegid is also surprisingly functional when it comes to talent management. Indeed, the HRIS covers the planning, acquisition, retention and development of high-potential individuals: tailored training, interview management, skills development and so on.
#RH #DRH 👉 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 loyalty and, consequently, a higher return on investment. As a result, HR departments must not only change their methods, but also use appropriate tools. HRIS is a structuring software package that must pave the way for modern practices.
Article translated from French