Unless we were building software for their vertical, this would be a problem that is too specific for us to solve. It would have compromised our HR tool if we had developed it internally.
Because of this, the customer would typically either have to find another tool that solves this problem, ending up with more complexity, or live without this critical business decision ability.
Thankfully to Salesforce, we can provide them with our general shift planning solution, and they can add their logic on top of it. And they could potentially build these customizations by themselves through the Salesforce platform.
Another good use case we have is the combination of real-time payroll automation and bonus calculation. Companies often export data from Salesforce to calculate bonus schemes on a spreadsheet and then send it to HR to manually input their payroll solution.
Because everything exists in Salesforce, you can easily automate all these manual steps. Our customers automatically trigger the bonus calculation software whenever a payroll run is started and then add the results to the respective employee's payroll entry.
Whether you are a startup or a big corporation, making business decisions based on metric data is crucial. Everyone knows that.
Still, many companies can't find a way to do it. Even if they can, the whole infrastructure needed to set it up is so complicated that it requires a lot of manual work, money, and maintenance.
Many companies already have sales and customer support data in the Salesforce service cloud and often even data from other processes. If your HR platform is in the same place, you can cross-reference these data metrics and get access right away to many reporting capabilities. Things like:
- Effectiveness of recruiting
- How much time employees that were hired by X, or in Y way, stay in the company
- How employees perform in their department
- How happy they are
- How to improve employee engagement
- How much revenue they're bringing to the company
- Predict hiring needs by demand forecast
Besides the cross-referencing capability, Salesforce gives you the ability to generate many kinds of reports on your entire data set. And most tools won't give you that.
3. Security And Trust
The last but not least point is security and trust. Employee data is often sensitive and needs care when dealing with it.
Salesforce is known for bringing many conservative enterprises to the cloud. And it achieved this migration by enforcing a culture of trust throughout its entire ecosystem.
As a small example, every team has to do an anti-corruption and anti-bribery training to be listed on their AppExchange.
Besides that, the platform comes with a state of the art permission management out of the box. Anything you do, or any software you install, you can create a system to control who sees or does what.
For all these reasons, flair.hr envisioned the possibility to enable HR leaders & HR teams to provide an excellent service to their employees. And we're doing this by allowing companies to automate any process they have, adapting the tool to their needs, and making access to data much more manageable.
If you have any questions or believe in these ideas as we do, connect with us at firstname.lastname@example.org.
The Most Notable HR Trends in 2022
Now that we know precisely how Salesforce will boost your HR department's productivity and efficiency with Salesforce, let's learn more about the newest developments in HR. The aim here is to implement these novel approaches with your Salesforce system for the most optimized HR network possible in 2022.
Technology is a central driving force for change in the business world in general, and the way that we work today began shifting even before the pandemic unfolded. Regardless of the cause, the way that we work has indefinitely changed, and we must continue to adapt to the new normal.
Employee Happiness Is Crucial
We have discussed how important well-being is for working people in general and how Salesforce allows you to keep track of employee satisfaction while providing the resources to better a struggling employee's place.
An employee's good health, mental and physical, should not be treated as a privilege but a regulation. Employee well-being should be regarded as an opportunity for managers to better care for those that put their faith and trust in them.
This goodwill should extend beyond work hours, meaning that a person should feel supported in their homes too. Employee well-being goes well beyond their bodily wellness and **includes their career, financial, emotional, and social lives. **
One good that came from the pandemic was the realization that we are so much more than just individuals in the workplace. The support that we give each other in the office or remotely is key to maintaining a thriving and connected workforce.
But this awareness should stretch to our larger social circle too, and today's professional well-being programs also include our families. Take Hewlett Packard's model, for example, where an employee's benefits program encapsulates their entire family.
Hewlett Packard supplies its employees with all manner of apps focused on well-being, including teaching tools for parents to manage the homeschooling environment better.
Becoming more aware of your employees' needs in the "new normal" is integral to ensuring that their home lives are as efficient as possible, which in turn allows for better professional efficiency.
Benefits Breed Loyalty
It comes as no surprise if employees view their well-being benefits as a crucial job satisfaction deciding factor. Although raised salaries are the traditional method for retaining employees, a study by Future Workplace and Paychex found that there was more to keeping employees satisfied.
The study found that well over half of the employees that they surveyed chose the quality of their well-being advantages as integral for deciding whether they would stay in their current positions or not.
The younger members of the workforce, like Gen Z, overwhelmingly focus on well-being benefits when considering a potential position. So, which benefits are the most important for the modern employee?
Most respondents selected mental and emotional support and financial security as the key components of a well-being system.
Current workers are also very concerned about their financial status, and training and education in this department are becoming more in-demand than ever before. This need is so great that it should be standard practice for managers to include economic tutoring in their overall training programs.
However, this financial savvy goes beyond traditional financing and retirement, and employees today need extensive financial advice.
Surprisingly, less than 30% of the reviewed Paychex study responders highlighted mental health resources and support as integral to their well-being. While mental health aids are perhaps the most important forms of employee support, and therefore need a high level of investment from corporate, at least they are growing in relevance.
Employees Need A Match For Their Values
While covering the basic needs of employees is crucial for retention, workers have higher-level requirements that need satisfying too, such as value matches. According to Future Workplace, four-fifths of employees need their personal values to resonate with those of their companies.
Sadly, such a fit is difficult to achieve in most businesses, and employees will often care more for pressing workplace issues than their employers. Subjects like LGBTQIA+ rights, office discrimination, racial inequality, and economic fairness were statistically a more significant concern for knowledge workers than those who pay their salaries.
Such a discrepancy in values can become a real issue when you consider how vital it is to three-quarters of the workforce that tries to hold its employers accountable for inspiring change in society. The younger members of the working world are especially considerate of intersectional integrity.
Employers need to align their values with their employees better or risk losing them. Knowledge workers are especially prone to quitting if their employers do not demonstrate real commitments to equity.
Futuristic Skills Are In-Demand
While things like artificial intelligence (AI) and machine learning might sound like buzzwords to many business owners, the reality is that these smart technologies are already revolutionizing the workplace.
Indeed, much research has gone into establishing how AI-related positions will change according to new technologies.
Amazingly, the next eight years will see an abundance of new jobs being created that require machine-related skills, such as Human Machine Teaming Managers and Algorithm Bias Officers.
Future HR professionals will need to prove that they are competent in AI-related fields, and their academic credentials might not be enough to convince technologically focused employers.
Indeed, it seems like managers are taking a more significant focus on what candidates can do rather than what they learned. This change in values means that inherently talented workers have a greater chance of landing a superb position.
At the same time, existing employees can enjoy greater career mobility as they continue to upskill.
HR is integral to ensuring that both new hires and existing employees are supplied with relevant training courses, which they can achieve by implementing new technology-related skills into their myTrailhead custom courses.
Longer Lives Mean Longer Careers
We know that modern humans live increasingly longer and healthier lives, but what does this mean for the future of the working world?
Given that around 50% of young children are likely to live for a century, the average career could span six decades.
Of course, a person who works for this incredible period is unlikely to remain on the same career path forever. HR is then faced with an interesting challenge: upskilling such lengthy and varied careers appropriately and adequately.
A business like Amazon has some insight into this future worker phenomenon and has already invested $1.2 billion into Amazon Career Choice. This educational program is devoted to funding Amazon workers' high school and university requirements, as well as English-learning courses.
Those Amazon workers can also re-skill themselves for thriving industries like Information Technology, Construction, Engineering, Accounting, and Transformation.
HR Needs Upskilling
It is a sad reality for HR professionals that much of their workplace focus goes into upskilling employees while neglecting their own development. While we have emphasized HR's place in developing and supporting the workforce with the help of Salesforce, the facilitators for positive change in the working world need to be taken care of too.
Too often, HR professionals have to mind their own upskilling ambitions while finding the time and energy to do so in-between their employee devotions. Future Workplace identified the need for HR upskilling in a related study.
The best way to nurture our HR professionals of today and the future is to establish a learning and development culture that lasts a lifetime.
An Emphasis On Soft Skills
Soft skills have never been more important than they are in the modern workplace. Given how independent the modern worker is, the abilities needed to manage their own workplace and weekly tasks with minimal guidance are essential.
Working from home means being comfortable with a number of apps like Slack, Monday, Microsoft Teams, and WebEx. While remote working offers a lot more comfort and freedom to the average employee, it also guarantees increased responsibility.
LinkedIn's latest Learning Report put digital proficiency and resilience skills on the list of 2021's most crucial abilities. These skills include better adaptability and resilience, a higher emotional intelligence, time management, and cross-functional communication and collaboration.
Resilience took first place in LinkedIn's ranking, which is detailed with the capacity to prove one's independence, investigative skills, and positivity. Granted, HR professionals play a significant role in ensuring that every team is coping at home.
Thankfully, HR can use Salesforce to create a communication and training platform where employees can work through resources that will train them to have a self-sufficient and optimistic relationship with their work.
Salesforce can also be a resource for mental and emotional well-being, where employees can fill out questionnaires and surveys and be connected with the right professionals for support.
Parents Need Support
If you are an employed parent, then you can probably speak on the pressures and stress of having both your office and children's education migrated into the household.