1. Employer Branding: Be the employer that employees would recommend to others
New studies make it official: the search for meaning has also made its way into the world of work. Employees in the 21st century want more than just a great salary and a generous holiday package, they want companies that stand for something worthwhile and share similar values. Employer branding has played a decisive role in HR departments since this development, as it actively helps to recruit and retain employees and creates increased employee satisfaction in the long term. There is no doubt that successful employer branding is crucial for the success of a company. Expressed in figures, this means:
What distinguishes good employer branding? Employees and managers want a working life that can be combined with their private lives. They communicate with their friends via social media, control their home using apps, sign contracts online, “OK Google” knows the answer to all their questions and they protect the rainforest using their eReader. A company where you manually enter your working hours in a printed list, call in sick by email or have to pick up the phone for every inquiry no longer fits in with their idea of work and can lead to increased levels of dissatisfaction. Digital applications for your employees and managers (Manager und Employee Self-Service) start here and make it possible to initiate, execute and edit processes in an independent and seamless manner – just as they are used to in their private lives. Especially in HR, there are some standard processes which, if carried out digitally, generate significant added value for your employees.
2. Whether Digital Native or Home Office Day: Flexible Working Becomes a Reality with Self-Service Platforms
70 percent of employees across the globe work from home at least once a week! In light of the increasing competition for employees and life concepts becoming more and more flexible, mobile work models are a way that works sustainably for employees and employers alike. The basis for flexible working models is the digitalization of business processes. In addition, companies with a digital focus are particularly popular with the younger generation of employees.
However, the trend towards the home office and flexible working is not accompanied by a decreasing need for efficient collaboration. Employees want and companies need strong teams more than ever. Employee Self-Service (ESS) platforms are thus not only indispensable for digitally synchronizing work across various locations, but also for the kindling of team spirit among individual employees.
3. Full Transparency: Employees Manage Their Data even in Decentralized Manager and Employee Self-Service
It is commonly agreed that data is the oil of our time for companies. However, this is increasingly becoming a cause of concern for private individuals. Data scandals are almost a daily occurence, and, since GDPR came into force, most EU citizens have become more aware of what data they share with third parties. It doesn’t take a genius to work out that employees want to decide for themselves how, when and what they do with their data, even while they’re at work.
With Employee Self-Service, the creation and management of personal data is the employee’s responsibility. In addition, all personal data for digital self-service modules is stored decentrally on the server and is therefore protected to a very high degree. This guarantees GDPR-compliant document management with maximum transparency while data sovereignty remains with the employee.
4. Save Time and Money with Digital HR Processes
To a large extent, employees in the HR department are occupied with recurring HR processes. A lot of time is needed and vital resources are eaten up each time something needs to be processed manually. At the same time, the tasks and processes in HR are becoming more and more complex and time-consuming, as they have to play an increasingly strategic role in the company’s success – all without a drop in the number of standard processes.
However, these recurring HR processes can be digitally mapped, which would make everything a lot easier. The principle is as follows: the employee initiates the digital process and the ESS system ensures that it is processed. Thanks to automation, standardized processes, such as vacation requests, can be processed without the need for an HR employee to get involved. This way, they have more time and energy to concentrate on what really matters.
5. ESS in a Paperless Office: Paperless With No Ifs and Buts
Sustainable, contemporary, practical: the paperless office is almost a symbol for the modern, digital workplace. Being able to work digitally has also become a personal concern for many employees. If a company wants to ensure consistent digitalization in the long run, it has no choice but to switch to a paperless office.
If your planning, control and logistics processes should be digitalized, why not HR processes as well? In fact, paper is already unnecessary today thanks to Employee Self-Service. All documents can be sent, signed and processed digitally. This saves a lot of precious trees and means you always have easy access to the most up-to-date version of any given document.
6. More than Secure: Legal Compliance Becomes Child’s Play Thanks to Self-Service Platforms
Digitalization makes many things easier in the world of work. Nevertheless, it does pose a challenge when it comes to legal matters, the complexity of which should not be underestimated. However, your customers and partners expect more legal certainty from you in the future than they have had in the past. Not meeting these expectations is fatal for a company; exceeding them, though, presents a real business opportunity.
The new COMPLIANCE MANAGER from EASY SOFTWARE AG offers an all-round compliance package so that you are more than just on the safe side from a legal perspective. Your employees can record facts relevant to compliance, read the compliance rules in case of ambiguities and, if necessary, apply for direct approval from their manager. In the true spirit of digitalization, the Compliance Manager can work quickly, easily and from anywhere – even on mobile devices. This way, compliance becomes an integral part of your corporate culture.
7. Digital Retains: Employees Stay in Companies That Suit Them
A saturated recruitment market has been causing problems for the world of work for years, which is why recruiting the best employees is becoming increasingly crucial. However, encouraging the newly acquired talent to stay is at least as important as finding them. The best way to foster this commitment is to listen to new employees, respond to their needs and desires, and offer them simple processes that fit their vision of work.
In addition to factors such as a generous salary, highly qualified employees increasingly want other concrete things from their employer, such as a job that fits in with their life as well as more independence and responsibility.
With Manager and Employee Self-Service platforms, you can make a significant difference to your employees: these systems delegate and maintain information independently and understand processes without constantly having to ask for permission.