The art of Human Resources is in a state of constant change, with companies innovating at ever increasing speeds, new software, processes and regulations coming out and a competitive job market filled with employees who aren’t afraid to quit. Our 2016 Human Resources Survey looks at the tools HR managers are currently using and the challenges they have been facing.
Excel is the friend of everyone in HR and many organizations use it in some capacity to coordinate the multitude of different programs they have to keep track of. ADP remains a major player, with many organizations processing their payroll through it. Kronos, Ceridian and SAP (5% not shown) also have respectable percentages of the market. There was a significant percentage of smaller companies that used no payroll provider but issued directly from a bank and did the bookkeeping themselves. Some larger organizations indicated that they had built their own internal HR system.
We asked human resource employees what their greatest challenges were and got some passionate responses. The usual comments reflected retention issues of it being harder than ever to keep good employees from leaving and the issue of hiring in an increasingly competitive job market. But other challenges reflected executives not allowing HR managers to exercise enough control to modernize outdated payroll, time tracking and performance management systems. In industries that are more tightly regulated just being able to keep up with labor and safety law changes was a major issue for some. Others expressed frustration with upper management in not following through in accountability, consistency for employment law, proper documentation, performance reviews and just getting any executive buy-in.
If you have your own company server, you might have also experienced some problems with slow servers that some HR managers shared with us. The main issue expressed was the incredible workload put on HR managers and trying to manage time — time management is a major issue.
The vast majority of organizations indicated they do some type of performance reviews that help them evaluate, coach and set pay levels for employees. In many cases these performance metrics are tied to Key Performance Indicators (KPI) and organizational goals.
There was a strong consensus that over the last year it has gotten more difficult to find talent with the unemployment rate now back down to where it was before the economic downturn and an increasingly competitive job market.
This has led to human resource managers having to be increasingly good at finding new talent and taking advantage of the many ways to connect with qualified applicants. Doctors, programmers, IT, lawyers, analytics scientists, pharmacists, nurses, digital marketing managers and engineers continue to be in such demand that they can in many cases name their own terms for employment.
The primary method remains employee referrals followed by Indeed.com. Linkedin still remains a necessary tool and Job Fairs are still used by many. Of course Indeed being the number one job site makes sense when you look at the actual visitor data for these sites.
Those who worked in the public field indicated the use of public, local or government job sites. Having a good employee referral program is key as it tends to bring in applicants who have a known skillset and personality. Many organizations give preference to referrals and put them on a fast track as well as offering monetary compensation if the new employee makes it past their initial probation period.
Which avenues have you found most successful to find new hires?