Technology Enabled Learning In An HRIS
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El documento discute cómo el aprendizaje habilitado por la tecnología en sistemas de gestión de recursos humanos (HRIS) puede mejorar la experiencia del empleado a lo largo de su ciclo de vida, desde la pre-integración hasta la capacitación de nuevos empleados. Propone el uso de tecnologías sociales y entornos virtuales para proporcionar formación personalizada y relevante en el momento adecuado. Además, se enfatiza la importancia de mantener la conectividad y el compromiso del empleado dentro de una economía en evolución.
Technology Enabled Learning In An HRIS
- 1. Technology Enabled Learning in an HRIS—HR.com Deb Maher Sr. Dir, HRIS & Shared Services, DeVry Inc Sept 2012
- 2. TECHNOLOGY CAN ENABLE ONLINE LEARNING EVERY DAY… What is Technology Enabled Learning? If your first thought is an LMS, you may be thinking too small. Think of the Employee Lifecycle and points of impact: Preboarding Onboarding New Hire Training At the moment of a Promotion or a Transfer At the moment you take on a role in specific function… 2
- 3. THE ANSWER… Leverage technology to create just in time learning, targeted and personalized for the employee, but in a different way Focus on: Creating a virtual environment where the same interactive experiences could exist for all employees Think bigger about experiences to create Virtual HR Imbed social technology in our HRIS to connect employees real-time with rich collaboration tools 3
- 4. WHAT ARE SOME LEARNING MOMENTS…. Preboarding Onboarding New Hire Training At the moment of a Promotion or a Transfer At the moment you take on a role in specific function… 4
- 5. Pre-boarding •Pre-boarding in The DeVry Commons includes multiple features to reinforce the new employee’s decision and create excitement: info •Available from day they accept •until first day •Auto-launched welcome video from the CEO •Pre-boarding portal with welcome letters and introductions to parts of DeVry by our employees Note: The video is a “webout;” it moves and interacts with you. He speaks directly to you. Add the personalization of information based on your branch, your role, etc and it’s made “just for you.” 5
- 6. Pre-boarding • What do you need to learn before you start? • Is it strategic? The org’s values? History? Culture? Goal setting? • Is it tactical? Where to park? What to bring your first day? info 6
- 7. Pre-boarding • Introductions to information about DeVry by our employees? Why? It’s like you get to meet them, even if you never actually do. • Each can be a video, or have imbedded docs or social connections info 7
- 8. Pre-boarding info 8
- 9. Pre-boarding Getting you ready for your first day… info 9
- 10. On-boarding • On-boarding includes multiple learning opportunities: – Auto-launched welcome video from CEO and SVP of HR – New Hire Hub, with information on their senior leader, HR contact & resources – Targeted emails to new employee and their manager throughout the new employee’s first year So, you could…Push out: Ethics, Compliance Day One Gamified Learning Learnings that are integrated in the LMS to the Talent Profile and more 10
- 11. On-boarding On-boarding Resources change with you as you move through your first year into three phases: •See The Big Picture •Make Connections •Continue Your Journey Imagine you are at Day 90 and it’s time to set your goals. The HRIS can tell you that, tell your manager, provide resources and guides, and tie your goals into your evaluations, your career planning, and your social network. You can find experts and mentors, join groups with them tie those learnings into your goals. 11 Confidential
- 12. On-boarding Institution specific introductions are made by the leader and to multiple, rotating employees who are in the same institution… a great way to get connected 12
- 13. On-boarding Targeted emails are sent at various points during the employee’s first year to both the employee and manager- Create an experience OUTSIDE the system 13
- 14. New Hire Training New Hires have 8 weeks of New Hire Training, with communities, scoring, assessments, etc 14
- 15. New Hire Training We can make it simple for New Hires to see what needs to be done by linking it directly in our HRIS 15
- 16. Promos/Transfers/Function Changes When new hires are managers, or when folks are promoted into a managerial role and were not previously in one, our system guides them. It reaches out to them with information they need in those first few months, it provides access to training, it provides resources just in time as processes are addressed for the first time. 16
- 17. Promos/Transfers/Function Changes Tasks imbedded into the normal everyday HR portal make imbedded learning a fun and easy to find way to get info you need for your new role. Certainly, robust LMS materials also exist, but the HRIS can tell what training you need real time as you move about the system and provide those experiences for you. 17
- 18. Promos/Transfers/Function Changes Imbedded Just in Time training as you navigate the HRIS helps new managers and new employees get what they need, when they need it. 18
- 19. WHY IS VIRTUAL HR THE ANSWER… Engagement more important than ever New economy requires a lean approach Employee expectations are different than they were even 5 years ago Shouldn’t your employee experience trump any customer experience you’ve ever had? Leveraging technology in a great HRIS can make “real” that which is virtual 19