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How HR can help to get the most out of a company’s talent brand
What the research uncoveredOur research allowed us to analyse HR through three different lenses. Firstly, to determine if an employee thinks HR adds value to their experience (called Value-Promoting). Second, if HR is performing its responsibilities effectively (Performing), and third, if employees view the HR function as detracting from the value of their employee experience (Value-Detracting). Using these three facets we identified some key findings, including but not limited to: Clear communication is key – A single point of contact influences HR XPerience Score, and employees are twice as likely to say HR is Value-Promoting when they experience a single point of contact within HR, as opposed to multiple contacts. Don’t be a stranger – Employees are 7.4 times more likely to say HR is Value-Promoting when they experience seven interactions with HR. The higher the level of interaction, the higher the Value-Promoting score. Deliver on your services – The more HR services an employee uses, the higher the HRXPS. We found the top three services that influenced HRXPS were a formal onboarding process, attention on their performance, and access and ability to use health benefits.
How to increase HRXPS at your organisationUnsurprisingly, our data shows that there is a strong relationship between a high HRXPS and lower intent to leave and lower active job searches; in effect, lower turnover and a stronger talent brand for your company. So, what can organisations, and the HR function, in particular, do to increase HRXPS? It can be tempting to move away from individual, more personalised contact in a bid to increase efficiency, but our research proves that this has the opposite effect. In the complicated and emotionally fraught situations that HR is often responding to, employees always want to have someone as their guide. They may have to hand them off to an expert for their specific need, but someone who knows their name and situation will be hugely comforting. Every interaction with HR is an opportunity to form a positive experience, and although the broad current trend is to reduce interactions, the more HR services an employee uses and the more frequently the employee calls on the HR function to help with a work-related issue, the higher their HRXPS is going to be. To further validate this, we investigated whether a specific HR interaction would drive higher HRXPS. Does reaching out to solve a conflict matter more than, say, requesting information about health or other benefits? We found when it comes to these tasks and services, more is better, regardless of the topic. Above all else though, formal onboarding and frequent performance attention have the highest impact on HRXPS. In the competitive talent market we find ourselves in, being attentive is imperative. Employees must be having frequent conversations about their performance, whether it’s with someone from HR, a manager, or a team member. Our research shows that the HR function has a serious role to play in an organisation’s overall talent brand and the employee experience. Instead of replacing HR and removing the human factor, technology should be used as a tool for HR to add value and emotion to their roles. Now you know what to do and how to measure that impact, it’s time to show just how valuable HR is in the current workplace climate.
QTC Recruitment provides expert and tailored guidance to your Life Science organisation's needs. We can also assist an HR department in building a truly formidable workforce. As a result of our RPO services, firms are able to maximize their talent brand. With this flexible service, you can (partially) outsource your Life Science recruitment process through a framework contract. Find out what we can offer here!Lees meer interessant nieuws.
Also published on Theundercoverrecruiter.com
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