Tuesday, October 12, 2021

Employees Seeking Purpose

 People strategy is C-suite strategy because employee engagement is crucial to your organization's bottom line. In order to feel engaged, employees are seeking to align their values and their work. They want to feel purpose at work. Purpose means different things to different people. Some people are looking for social and environmental impact. Others are looking to contribute fully and to bring their full selves to work. A recent study from McKinsey & Co found that millennials are three times more likely to require purpose at work. 

Aligning social and environmental justice into your organization's strategy is crucial to create authenticity and employee engagement . Actionable steps are provided in Kristina Kohl's book, Becoming a Sustainable Organization. Incorporating environmental, social, and governance (ESG) into your organization's strategy is a journey requiring leadership to engage with internal and external stakeholders to inform and implement this strategic vision.

Millennials are 3x more likely to require purpose at work for effective engagement.

Employees are seeking a work experience where they feel that they are contributing fully and that their contributions are valued by their team and manager. They are also looking for flexibility in scheduling and resource support to allow for life-work integration. Organizations must differentiate their work structures, benefits, and management styles to support individual employees. Moving from a dominant culture, which requires employees to conform, to an equitable culture, which supports the uniques needs of employees, supports purpose alignment. In order to support a diverse workforce, leaders and managers need to offer a more personalized approach to offering and managing work to employees. 

Empowering people drive success.

In order to support this new structure, organizations need to align people systems to support life-work integration. Organizations like our partner, UKG, are rolling out new Life-work Technology to support integrating purpose into employees' lives. These include natural language processing (NLP) survey tools to gain perspective on employee sentiment and support data driven decision-making. Innovations include accessing pay when worked rather than awaiting for a pay day, scheduling flexibility and access, identifying internal mobility options and training to support growth, and easing access to company resources and information. Empowering people drives organizational success!

Wednesday, March 24, 2021

Trends in Human Capital Management Technology


We were privileged to join our partner, Ceridian, for their Partner Summit for a conversation between Ray Wang, Founder & CEO, Constellation Research and Raja Nucho, Global Head of Partner Alliances Programs, Ceridian discussing trends and outlook for HCM technology and digital transformation. 

Ray highlighted 3 trends. Clients want a unified solution that provides analytics, automation, and AI. Integrations don’t work that well and clients are looking for business driven solution that are agile and resilient. 
Ceridian named a leader in Gartner’s 2020 Magic Quadrant

Clients are seeking tools and resources to support return to work. They are looking for flexible solutions to support hybrid work models under the “new normal.” As global organizations bring employees back to the office, new workforce management tools and solutions are needed to support onsite, remote, and hybrid work structures.

Diversity, equity and inclusion is on everyone’s radar and the focus has shifted from nice to have to business priority. CHRO’s are looking for tools to support data driven decisions. Metrics, analytics, and data delivered on a daily basis are required to support DEI transformation.

If you are one of the many organizations with an on premise HCM solutions and it is time to upgrade, HRComputes is here to guide your organizations selection and implementation.
In the HCM SaaS environment ecosystem, partner relationships are key to bringing value to the client.  It begins with ensuring product roadmap alignment and partner collaboration to deliver on client requirements. The last mile of implementation and optimization is crucial for client success to ensure that client’s needs are addressed to ensure lifecycle value. 

We look forward to continuing working with Ceridian as a partner. They have been named as a leader in the Gartner’s 2020 Magic Quadrant with other market leaders such as Workday, Oracle, UKG, and SAP. We are pleased to have worked with all of these market leaders delivering successful HCM digital transformations for our clients. Ray Wang’s assessment is that Ceridian’s competition is Workday based on their branding and Oracle based on their back end technology upgrades.

We are a Solution Delivery partner with UKG and an Influencer partner with Ceridian.

Monday, March 1, 2021

Driving Systemic Change

 During my Bard MBA in Sustainability Employee and Organizations class, we had the good fortune to have Alan Nevel, SVP, Chief Diversity and Human Resource Officer for MetroHealth Systems in Cleveland speaking to us on "Fighting 2 Pandemics on 1 Front-COVID-19 and systemic racism"

MetroHealth serves the health needs of communities across Northeast Ohio. Integral to fulfilling its public health mission and vision for health equity, their community engagement is focused on improving health outcomes for everyone, including underserved populations in the Cleveland and surrounding communities. 

Alan shared MetroHealth's DEI transformational journey to promote a culture of inclusion for all stakeholders-patients, staff, and community members. While MetroHealth was already on a DEI journey, the trajectory of the journey changed with the arrival of the COVID-19 pandemic and the growing awareness of racial inequity in our society. While these inequities are not new, MetroHealth has made addressing inequities an actionable priority. Here are their goals for racial equity and inclusion.

(Source: Alan Nevel, 2/28/21 Presentation)

In order to drive these changes, they have undertaken an assessment of their patient experience to better understand how patients perceive their care and treatment based on a variety of classifications including insured patients, Medicaid patients, and Medicare patients. They are ensuring that their values and culture align with building an inclusive culture. They have produced a number of Healing Begins with Listening videos that both highlight challenges and share best practices for promoting a culture of inclusion. Alan has spearheaded efforts to review human capital management policies and procedures to ensure that they are not bias against segments of the employee population. Their mission is to ensure that each and every employee is valued and treated with respect at all levels of the organization.

While much of the aforementioned work focuses on improving racial equity, they are committed to equity for all. They have changed their medical records to  reflect gender identity and name preferences for patients. They are hosting a virtual transgender job fair later this year to improve the opportunities available to members of the transgender community. In addition, they took steps to increase their minimum wage to $15 per hour in 2019 to provide a living wage for all employees. 

While the journey continues, MetroHealth 's DEI transformation and impact both internally and externally serves as a source of inspiration to us all.

Friday, February 26, 2021

UKG Pro Updates-Talent

 For our UKG Pro clients, expect product updates to follow a quarterly cycle for 2021. This change in release timing will allow for a more regular cadence for release updates allowing for better planning and update testing.

For those using UKG Talent Acquisition, there are some new BI reporting options that were made available in the February 12th release. The following categories are now available for BI reporting:

1. Onboarding: Employee Number

2. Recruiting: Opportunity Approval Details

3. Recruiting: Opportunity Approver Details

This information is being made available to client through BI reporting packages. The best source for details on these packages is the Learning Center.

Wednesday, February 10, 2021

Innovation and Sustainability Consult-A-Thon

 A former Bard MBA student, Reagan Richmond is an adjunct professor at Hofstra. they are offering this opportunity for Executive MBA student consulting. Details are below. Please reach out to Regan with any questions at reagan.richmond@hofstra.edu.

Wednesday, January 27, 2021

HRComputes and Kris Kohl Featured on Phenom People Blog

I had a great time joining host Devin Foster on Phenom People Talent Experience Live. I'm honored to have my session featured on the Phenom People blog. If you are interested in driving systemic change to promote just and equitable organizations, check it out. Please share this story with your networks to keep the momentum for change moving forward. 

Working in the field of Diversity, Equity & Inclusion (DE&I), Kristina Kohl, MBA, PMP, Managing Principal at HRComputes, is all too familiar with organizations that take a check-the-box approach to complex DE&I issues. 

Driving organizational systemic change in DE&I requires significant time and resources. Kohl joined us last week on Talent Experience Live to provide a better understanding of DE&I as a continuum that matures over time. Discover how HR leaders can make real changes in DE&I that support a culture of acceptance and drive better organizational outcomes in the recap below!

Walk the Walk: Driving Systemic Change with a DE&I Expert

Friday, January 8, 2021

Kristina Kohl Joins Phenom Talent Experience Live to Discuss Divesity, Equity, & Inclusion

 Walk the Walk: Driving Systemic Change with a DE&I Expert, Kristina Kohl

Phenom's Talent Experience Live is a weekly show where practitioners and experts discuss what’s happening right now in recruiting, talent acquisition, talent management, and HR tech.Working in the field of Diversity, Equity & Inclusion, Kristina Kohl, MBA, PMP, Managing Principal at HRComputes, is all too familiar with organizations that take a check-the-box approach to this complex issue.

And it’s easy to see why. Driving organizational systemic change on this hot-button issue requires significant time and resources. Join Kristina on our next episode of Talent Experience Live to better understand DE&I as a continuum that can mature over time — and be enhanced by HR technology that supports ERGs, internal mobility, data-driven decision making, and showcasing a more inclusive work environment.