Businesses in danger of new strategies failing, says new Qikker research

Only 29% of organisations use people measures when making operational decisions.

24% say that laying off low performers is a high priority. 

Businesses are not calling on HR to provide a sound basis of metrics and measures regarding business decisions, says new research commissioned by Qikker called ‘The Role of HR in Turbulent Times’. Nearly a quarter of businesses (23%) never use people measurements and metrics when making decisions and a further 48% only use them occasionally. This is despite over 83% of respondents stating that the setting and alignment behind clear organisational goals is of the highest importance.

“Businesses must be able to change and adapt quickly to the shifting economic climate,” says Mark Barlow, Managing Director of Qikker. “It is madness if operational decisions are being made without taking into account the human element as strategies are delivered through people. When the economy is so turbulent, businesses need to be guaranteed that a new strategy has every chance to succeed. This is no time to be taking risks and making potentially business damaging decisions.”

Measures that are important to business decisions

The research was conducted by VMH Associates and interviewed 121 senior-level HR professionals. The most important measurement when making business decisions is succession planning, with 42% saying this is a high priority. This is closely followed with development needs (37%), goal alignment (32%) and employee engagement (32%). Yet, establishing Talent Profiles was only seen as important for 21%. This is a potential contradiction, given that Talent Profiles provide the greatest ability to objectively measure the depth of organisational capability and potential. 

Changing priorities for HR

The research shows that there are also changing priorities for HR driven by events around the world. 83% say that establishing clarity of goals and aligning the workforce to execute a new strategy has increased in priority. 62% also state that communicating and engaging with employees is a high priority. 40% are focussing on core talent and investing where it counts.

Driving organisational efficiency

An interesting observation is recognition of the need to improve organisational efficiency around HR processes. Nearly 70% of respondents have identified that taking measures to avoid double entry of information is key, with two thirds stating that the related replacement of 'paper based' admin tasks, such as absence recording, and performance / development functions is high on the agenda. However, initial analysis confirms that paper, or no formal process, still represents the norm for more than 60% of organisations surveyed. 

Impact of the economic climate

Over a third of HR professionals (35%) believe that the economic climate is having a high impact on their organisation. 64% also say that now is the time to consolidate and minimise risk. 

HR efficiency in meeting business needs

HR does believe that it has value to add to strategic decisions made within the business. 30% say they are very efficient at meeting business needs with over half (55%0 believing they are quite efficient. 

"There is an obvious disconnect between what HR is achieving for the organisation and the true value placed on measurement," says Mark Barlow. "If you don't know the right way to go, any way seems like a good idea. This is what happens when measurements and metrics are not applied when making operational decisions. The business needs to recognise the value of people measures. HR needs to be more forceful in demonstrating how metrics can deliver value to business decisions."

Unlock Employees' Potential

Free white paper 'Changing the Game: 4 Ways to Unlock Your Employees' Performance Potential'.

Our latest Guide gives you revolutionary ways to adopt a strategic approach to HR and release the true potential of your company.

'Changing the Game' is based on insights from HR experts and real success stories. Aimed at small to mid-sized business this Guide will help you:

• Match employee efforts with company objectives

• Keep employees energised and engaged

• Develop a pay-for-performance culture

• Automate your performance management processes 
  

The Guide includes how other companies have tackled strategic HR issues and the benefits they have received. 

For your complementary copy of 'Changing the Game' Click here

'Changing The Game' is part of a series called HR Insider Series. Other Guides and White Papers can be found in Qikker's Resource Centre. Click here

The New HR Portal

New HR potal delivers a single point of access to people related information and activities

Providing employees with a single point of access to all people related activities and information, talent management expert Qikker Solutions Ltd has launched epad (Employee Personal Activity Dashborad). epad is a new people portal that enables organisations to reach employees, managers, HR staff and executives every day around the globe in order to increase staff engagement and productivity.

Complementary to existing intranets, epad puts employees in control of every aspect of their day-to-day work activities; whether it be staying abreast of organisation initiatives, seeking advice and collaboration from internal experts, completing an annual appraisal, organising time off, or applying for a new internal position.

As well as greater employee productivity. epad helps reduce cost by maximising and protecting existing HR technology investments. Many organisations operate with a variety of HR systems or paper based processes. epad provides a 'joined-up' HR approach by managing all of an organisation's people based activities through the integration of related technology such as performance management, recruitment or compensation systems.

HR communications is a vital element of increased employee engagement. epad offers a communication and information-sharing tool to help inform and encourage team working and collaboration. It provides an important internal communication channel that keeps staff informed of news to nurture a sense of involvement, ensures that any required 'people process' activity is completed, pushes key information to staff in order to ensure compliance, senses staff engagement through quick surveys and provides timely guidence and support on policies. This is built to complement existing intranets and to be consistent with internal branding.

"epad increases the business value delivered by HR, provides a complementary internal communication channel in line with organisational objectives and people policies, and enhances HR systems without burdening internal IT resources," says Mark Barlow, managing director of Qikker. "epad has complete flexibility to address companies differing needs and transforms how HR is delivered throughout an organisation."

Note to Editors

About Qikker

Qikker Solutions Ltd was founded in 2001 specifically to assist human resource departments better recruit, retain and develop their talent through the use of web-based HR technology. An independant pioneer in the field of HR software solutions, Qikker offers a portfolio of 'best of breed' Internet-based HR applications as well as custom-built software solutions.

For Further information

Veronica Hannon

Email: veronica@vmhassociates.co.uk

Tel: 07752875285

Lisa Lee

Email: lisa@vmhassociates.co.uk

The Move to Portal

Free white paper on the new generation of HR portals and the difference they make to you business.

Traditionally organisations have used their intranets for internal communication, providing easy access to shared information for all their staff. However, while a communications based intranet provides value to an organisation, the potential to enhance it is massive.

Today, organisations can implement additional process based applications that enable staff to achieve efficiencies in their work such as managing online tasks including requesting a holiday or booking a shared resource, as well as sharing communication. By using powerful applications, integration into existing systems and personal content, the intranet has now become a door or 'portal' into an organisation.

HR has a vital role to play in delivering employee services. 'The Move to Portal' white paper shows how integration and using HR portal tools and technology can drive efficiency throughout your organisation.

For your complementary copy of 'The Move to Portal ' Click here ‘

Winning Through Talent in Uncertain Times

New research published by SuccessFactors - get ahead of the competition, no matter what the climate

Some organisations think you cannot afford to focus on talent when your business is experiencing decreasing revenues, shrinking budgets and increasing uncertainty. SuccessFactors demonstrates how to make gains against your competition through four easy to implement strategies.

The research is based on views of 2,000 leading businesses on maximising people performance. The four recommended strategies are:

• Establish clarity of goals and rapidly align your workforce to execute the new strategy
• Cut resources with precision, if you must, but not bluntly
• Focus on your core talent and invest where it counts
• Be transparent

This leading research provides guidance on implementing better talent strategies and highlights key questions to ask within the business.

For your complementary copy of 'Winning Through Talent in Uncertain Times ' Click here ‘

If you are reviewing your talent management approach or looking to improve your performance management processes, Qikker can help. Click on the right hand panel to contact us.