HR digital transformation reminded me of South Korea.
On a recent trip to Seoul, I automated my whole journey. My train tickets, flight tickets, insurance, and apartment key were on my phone. As a result, I felt more engaged on holiday. Which made me wonder, did I ever want to carry paper documents again?
Okay, carrying paper isn’t a difficult task. But as a process, it’s convoluted. Plus, it’s slow. I wasted less time due to automation. By adapting to change, I had a lot more fun.
Adapting to change – technological change – is at the heart of an HR digital transformation. However, it’s not an easy one to get right. It’s often expensive, with HR tech spending up by 57%. But try not to worry. This Process Street post will explain how to do it without breaking the bank:
Workflow documentation could have saved me from drowning in paper.
I was in the process of presenting an English lesson. A mapped-out complex presentation. You will have given your fair share of presentations if you work in a team-driven business. You’ll know a plan is required to help you be efficient, avoid error, and be impactful. In short: optimized.
54% of companies believe mapping complex processes is challenging when automating workflows.
My psychological contract was beginning to wear thin.
Rats surrounded me. Then two tons of glass nearly fell on top of me. My job description, at that time, did not include kindness, reciprocity, and understanding. But an unwritten agreement with my employer made me include those qualities in my work.
The agreement I’m describing is an intangible concept. Please don’t be embarrassed; I had to look that word up too. One thing you might want to look up is that 57% of employees quit their jobs due to feeling disrespected at work. That’s where understanding and respecting the psychological contract can help.
At Process Street, we know you can trawl Google like a fishing boat with a broken net. That’s why we write posts to make topics easily accessible. Here’s one about the psychological contract:
That’s the total population of LA and Dallas combined – and that’s just the number of adults.
“Neurodiverse” covers a lot of territory, but it’s safe to assume that – with 1 in 8 people considered to be neurodiverse – some of them are your employees, even if you aren’t aware of it. In fact, they may not even be aware of it: Less than 50% are aware they could be considered neurodiverse.
The aim of this post is to give you some actionable steps you can take to improve neurodiversity inclusion in your organization.
Come to think of it, a lot of your employees would probably appreciate them, not just the ones caring for brain goblins.
This year, I found myself looking at the Process Street LinkedIn page, now sporting a rainbow logo, and contemplating how I felt about that.
Is it rainbow-washing? What else does Process Street do to support the queer community? Why can’t I answer that question?
I don’t think it’s rainbow-washing, but I should definitely be aware of what the company I work for is doing for the queer community.
I have complicated feelings about Pride. On one hand, I do believe in the immense importance it has. Pride creates a platform for big-picture political actions as well as the more personal experience of just not being in the minority for once.
As more companies paint rainbows on their marketing materials from June 1 to June 30, it’s equally become more about commodification than community.
I see you sweating as you glance at all your packed-up Pride material in the corner. You just wanted to show your support. What does rainbow-washing even mean?
How do startups and small businesses show their allyship is genuine and not just part of a marketing campaign?
There are no simple answers to any of this, but there’s only so much room in a blog post, so I’ll give you some actionable things you can do throughout the year to keep up your support long after Pride month is over.
HR tips come in all shapes and sizes. However, the best tips are from experienced people managers.
A tip, and an unwritten rule, for working in a Japanese office is that you usually work in silence. When I worked in a Japanese company, my record was working eleven hours without saying a word to anyone. I practiced that task day after day. After sitting in silence for twelve months, I know myself well.
Learning the unwritten rules of any workplace can take time. All experienced HR managers know that. As well as concrete documented processes, you tend to pick up abstract rules during your career. As I progressed in a Japanese office, I discovered other unwritten rules, but for the moment, I’m going to share five unwritten rules we’ve collected from experienced HR experts in this Process Street article.
Virtual reality in recruitment is a growing trend in the recruiting world, thanks to the many benefits it offers. This is especially relevant for employer branding because virtual reality offers an immersive experience that allows candidates to engage with your brand directly.
Imagine candidates many miles away from you being able to put on a headset, and get an office tour! VR has many promising advantages for remote and hybrid hiring.
Stick here to learn more about how you can use VR in recruitment and whether VR is really the future of recruiting.
You must sometimes wonder if using onboarding email templates can be fruitful? Employees ignore 65% of emails; 96% of customers have unsubscribed from email lists.
The above statistics show that an email needs to be more effective than ever. With that said, email templates can be a gamble. You already know that if you’ve been searching Google. You’ve probably seen templates with more text than a phonebook and awful grammar.
However, email templates can save time, mainly when contacting new hires. At Process Street, we’ve created ten email templates to take HR managers through pre-boarding, onboarding, and right into a 90-day meeting. We’ve also edited the living daylights out of our templates. You’ll be getting friendly but succinct emails to make a great impression.
These are the email templates to use when onboarding new hires: