Level Up Your Employee Onboarding Workflows With These Modern Process Management Strategies

onboarding workflowInstead of an alphabetic writing system, the Incan Empire used a series of knotted and colored strings called quipu.

Quipu are still used in South America today, primarily by herders recording livestock numbers, but experts still only have theories about how the actual Incans used their quipu way back. Some believe quipu were simple memory aids, while others point to purely numerical record-keeping. The latest trend is the theory that quipu were on their way to becoming viable alternatives to written language.

onboarding-workflow-quipu
(Source)

Looking at that image, I know what you’re thinking: How could a series of knots ever represent a narrative about anything?

To be fair, though, the ancient world had a lot of weird record-keeping methods. You’ve probably encountered the Celts’ Ogham alphabet, Viking runes, and the Egyptians’ hieroglyphs – because scholars have been able to figure out what those symbols mean – but there are still many – like the quipu – we don’t quite understand.

For the most part (we think), these cultures followed a predominantly oral tradition, which is why we don’t have any documents explaining their languages. Even the Romans – who loved to write things down – left us a language (Latin) we don’t actually know how to pronounce. All because no one thought about documenting their systems in a universally understandable way that would stand the test of time.

Now, hopefully, your internal onboarding processes aren’t at risk due to your CEO’s sibling overthrowing their rule or violent colonization by an invading force, but if your organization’s employee onboarding isn’t a documented process anyone could use, it’s about as useful to your company as an Incan quipu is to a 21st-century New Yorker.

HR has gone through so many changes in the past few years that it’s not even called HR anymore. The same old systems that have worked just fine up to now just aren’t going to cut it anymore. People managers need dynamic, interactive processes that are flexible enough to meet the ever-changing needs of both their future new hires and their current workforce.

In this Process Street post, I’m going to show you how to easily level up your employee onboarding so it doesn’t become yet another antiquated system no one remembers how to use.

Let’s get started!
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Employee Metrics: 9 Essential Data Points to Track in 2022

employee metrics to trackThomas Forstner is the Head of People & Talent at Juro – a contract management platform on a mission to help the world agree more – where he is building a human-centric, scalable People & Talent function from the ground up.

There are ton of metrics you could measure as a People and Talent lead at a fast-growth company. But tracking them all simply isn’t valuable. Instead, you should be economical and focus on a few metrics that can tell you the most about your function, keeping the rest in the background until you need to delve a bit deeper.

So which metrics do you choose to focus on, and which do you put on the backburner?

It’s a hard choice, there’s no doubt about that. However, some employee metrics are more valuable than others in terms of what they tell you and how important that insight is to your broader business strategy.

Ultimately, you want to grow your team consistently with the best talent, facilitate their development and ensure they’re fulfilled and engaged in their role at your company.

This Process Street post will explore the ten best metrics to track in 2022, including:

It’s time to track the data that matters!
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3 Ways Big Data Will Influence the Future of People Analytics

big data people analytics
Big Data freaks me out.

Chalk it up to being spoonfed George Orwell at an early age or adolescent heroes like Fox Mulder and Neo. Maybe it’s being one of those darn, pesky Millennials always rousing rabble while perpetually straddling the conflicting worlds of analog vs digital.

Regardless: I do not trust institutions, especially institutions that want my information.

On the other hand, I use Google for everything, Alexa lives in every room of my house, and I get really annoyed when Netflix doesn’t remember that I watched something. 10 years ago. On DVD.

We will live within this dichotomy of acceptable spying and unacceptable spying. “Cyberstalking” acquaintances, colleagues, and future partners is considered the norm, as a consumer, it’s fantastic. Who doesn’t love being shown that exact thing you don’t really need the minute you pop ‘round to your friendly internet megastore?

All of those things depend on Big Data. As data collection methods improve, more and more applications for that data are coming into play. In addition to customer profiles, education, healthcare, and finance are all jumping on the Big Data bandwagon.

While traditionally more art than science, HR departments have also become recent converts to the sway of data collection. Applying hard data to soft skills may feel wrong, but people analytics has a vital role to play in measuring the employee experience.

But with additional metrics, new sources, and faster methods of collection popping up every day, what will the future of people analytics look like? More importantly, what role will Big Data play in that evolution?

In this Process Street post, I’m going to look at exactly what Big Data is and the three primary ways it will affect the hows, whys, and whats of people analytics going forward.

To the future!
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How to Create an Operations Manual for Your Business (and Avoid Nuclear War)

operations manual operational excellence operational knowledge

Having an operations manual may not be glamorous, but preventing the disasters caused by human error and bad processes can save your business and even (in extreme circumstances) millions of lives.

If you’ve ever seen Dr. Strangelove, you’ll know it’s ridiculous. You’ve got a mad scientist, a cowboy pilot riding a bomb as it falls, and a nuclear holocaust brought about by a series of overblown human (and mechanical) errors.

operations manual - dr strangelove

Yet, despite being criticized as unrealistic, at the time it was entirely possible for human error to cause a Third World War. Hell, human error has already caused the worst nuclear accident to date.

A perfect storm of 6 human errors — culminating with staff thinking it was ok to turn off the emergency cooling system — caused the Chernobyl disaster, costing an inflation-adjusted $720 billion, 30 deaths and an extreme amount of unsafe radiation.” – Ben Brandall, How Processes Protect Your Business From Crashing and Burning

The truth is, the only way to prevent such errors is to document workflows and processes, and the only way to make sure your employees know what they have to do, how to do it, and have the resources to do it is to create your own operations manual.

In this Process Street article, we’ll be covering:

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The 4 Ingredient Categories Your People Analytics Framework Needs to be Effective

The 4 Ingredient Categories Your People Analytics Team Needs to be Effective

“I really must go to the third floor,” Renfield insists over the other employees’ protests. “I’ve been asked to consult with the head of people management about creating an analytics team. They’re expecting me.”

One of the nearby workers grabs Renfield’s lapels and pulls him close. “You don’t understand,” the man says. “We here in the office believe that people management is…” He glances around, nervously, leans closer and whispers, “We believe they’re really… human resources!”

“Oh, that’s just assistants’ gossips,” Renfield says. “Now, really, you must let me through. I have an appointment.”

“Wait!” The office manager pushes through the crowd, waving a form above her head. “If you won’t listen, then take this W-2. It’ll protect you.” She thrusts the form into Renfield’s hand and adds, “It’s riddled with mistakes.”

The third floor is dimly lit, offices still only partially constructed, furniture still draped in plastic. No signs indicate where he should go and a sense of abandonment clings to the scent of still-wet paint. “Hello?” he calls.

A figure appears, the light flickering around them. “I bid you welcome,” they say, and Renfield notices the tappity-tap-tap of many fingers rushing over keyboards. “Listen to them, the collectors of data. What music they make! Come along,” the People Team leader instructs, gliding down the hallway toward a single shaft of light Renfield can swear wasn’t there a moment ago. “Data is the life, Mr. Renfield.”

Wait. Why are you talking about vampires again, Leks?

There is a reason, and I assure you it’s not merely a way to shamelessly shoehorn my side interests into work-related topics. (Mostly.)

For contemporary businesses, data really is the lifeblood of your company. It’s what keeps everything moving from making sure there are paper clips in the supply cabinet to getting your product into the hands of the right user. Without accurate, up-to-date data, your organization isn’t even in the running to be a successful company.

While gathering quality consumer data is essential for the contemporary organization, data analytics has another equally important role to play: people management.

There are four main categories you need to think about for an effective analytics framework: Enablers, Deliverables, Stakeholder Management, and Governance.

In this Process Street post, I’ll explain what they are, how to use them, and how to not be creepy about it. Before you know it, you’ll wonder how you ever made HR decisions before people analytics came along.

Let’s analyze some data!
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Supercharge Your HR & Onboarding with Process Street (+ Video Walkthroughs!)

hr-onboarding-process-walkthrough

For HR managers in charge of onboarding new employees, daily tasks can quickly become difficult to track and overcomplicated.

Consider: 4 new hires starting this week, alongside about a dozen others that started in the past few months, and a handful that are wrapping up their first year any day now; it’s clear how HR departments can struggle to stay on top of things without stress or confusion.

That’s why human resources departments worldwide use Process Street to streamline and automate their daily HR work tasks, for processes like:

In this article, we’ll show you how our customers manage their daily HR tasks using Process Street.

You can see exactly how it’s done, with supporting screenshots and video walkthroughs.
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Bring Your Customer Success Out of the Stone Age by Building Your Company’s People Intelligence

Bring Your Customer Success Out of the Stone Age

Joanne Camarce is a digital marketing expert specializing in SEO, eCommerce, and social media. She loves meeting new people and embraces unique challenges. When she’s not wearing her marketing hat, you’ll find Joanne fine-tuning her art and music skills.

80% of consumers say that customer experience is just as important as the products or services that a company provides.

Employees and new hires must have the skills to create positive experiences that bring customers back and get them to spread the word about your brand.

This is where people intelligence comes in.

People intelligence isn’t just a buzzword or a passing fad. 71% of organizations now see it as a high priority.

But what does people intelligence mean, and how can you apply it in your company?

In this Process Street blog post, we’ll look at the following:

Let’s dive in!
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HR Automation: How to Automate Your Most Important HR Workflows

hr automation
Hanson Cheng is the founder of Freedom to Ascend. He empowers online entrepreneurs and business owners to put the systems in place for growth and 10x their business.

Despite being responsible for managing human resources, the HR department is usually one of the most understaffed and overworked departments in many companies. This is because HR involves many manual, repetitive, and monotonous tasks—these range from recruitment to pay and benefits to everything else in-between.

Automating your HR processes will help you:

  • Streamline workflows;
  • Ensure all your processes are consistent;
  • Reduce errors.

Ultimately, HR automation saves you time and money — valuable resources you could better spend on other pressing HR tasks. Research shows that automation can help decrease administrative tasks by 49 percent for HR employers and 30 percent for HR professionals. The same study also revealed that up to 34 percent of HR departments said their organizations were slow in adopting HR automation.

In this Process Street post, we’ll be covering:

Let’s jump right in!
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Human Capital Theory: Still Relevant or Woefully Outdated for Our Knowledge Economy?

Human Capital Theory Still Relevant or Woefully Outdated for Our Knowledge Economy

“Our human capital stock is ready to go back to work.” – Kevin Hassett

In May 2020, White House advisor Kevin Hassett drew public ire by referring to the American workforce as “human capital stock.” US Representative Alexandria Ocasio-Cortez asserted the term was not only outdated but inherently racist.

This raised a very important question for employers: How do you measure the output of your employees without treating them like cattle?

In addition to questions about the potential for dehumanizing employees, contemporary theorists question whether or not human capital theory – a product of the mid-20th century manufacturing economy – still has a place in our 21st-century knowledge economy.

In a knowledge economy, an employee’s output is intellectual rather than physical. Human capital theory originated during what is considered a manufacturing economy. As a result, it’s optimized for measuring physical output.

At a clothespin factory, a worker’s productivity is judged by how many pins they produce a day. There’s an established length of time it should take to make a faultless pin. That pin is an example of physical output. At the end of the day, you can count that worker’s pins and have a fairly good idea of their productivity.

A knowledge worker, however, doesn’t produce physical output; a knowledge worker produces intellectual output. I’ll go into this in more detail further on, but – in terms of human capital theory – the question is: how do you know how many “pins” a knowledge worker makes per day?

Obviously, knowledge workers are still given a wage, generally factored according to their value to the company (experience, education, etc.); in other words, using the principles of human capital theory.

But is this an accurate reflection of that employee’s worth? Are knowledge workers being undervalued because their productivity isn’t linked to the number of hours they work? Should intellectual and physical output still be measured on the same scale? Can they be weighed by the same scale?

More to the point, if human capital theory has outlived its usefulness, what language should we be using to describe an employee’s value? Is it fair to consider employees part of a company’s assets?

In this Process Street post, I aim to investigate these questions and explore ways in which the 21st-century employer can assess employees in terms of company value without objectifying the individual contributions.

Let’s delve deeper.
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Reduce Employee Turnover by 63% Using Employee Acknowledgment

Employee Acknowledgment

This is a guest post by Katerina Mery, a marketing specialist at Fond. Fond is a rewards and recognition company dedicated to building places where employees love to work. Mery authors articles about how to leverage recognition programs to drive company success.

Think back to the last time a colleague acknowledged you for a job well done.

How did you feel?

Did the experience have an impact on your behavior moving forward? Did the exchange affect your relationship with the person thanking you? What about your relationship with the company in general?

63% of employees who are acknowledged for the work they do are unlikely to look for a new job. Expressing gratitude at work takes relatively little effort, but it can create an incredibly memorable professional experience. Knowing that you did a good job is one thing, having a colleague call out your great work takes the experience to another level.

Business objectives can sometimes feel at odds with an enjoyable employee experience. Employee acknowledgment, however, is a practice that effortlessly supports both.

From this Process Street article, you’ll learn how employee acknowledgment simultaneously caters to your organization’s business objectives. You’ll also learn how to meet the emotional needs of your employees using fantastic positive feedback loops that generate continual improvements across the board.

We say employee acknowledgment is a smart initiative a company can adopt – but before you take our word for it, allow us to explain why.

Click on the relevant subheader below to jump to your section of choice, alternatively scroll down to read all we have to say.

Let’s jump to it!
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