Tackle Human Capital Management Challenges with Deltek Clarity

Posted by Amy Champigny on October 23, 2018

hcm strategy

I love starting with a blank sheet of paper and strategizing for the year ahead. There are always challenges to overcome, but this year we have a lot of the information needed to create a rock solid Human Capital Management plan for 2019. The 39th Annual Deltek Clarity A&E Industry Study results provided fantastic insights that can start to inform your strategic planning today.

This year, Clarity showed us that employee turnover is on the rise. Since most of that turnover is voluntary, we know that employees are choosing new opportunities while older workers are leaving the workforce. This increase in turnover has caused a shift in the talent marketplace. It’s no longer just about what the employee can provide your firm, it’s about what you, the employer, can do for the employee. Clarity also indicated that the industry can expect steady growth in 2019, which only adds to the challenge for HR professionals. So, the really big question is, how is your firm going to hang on to current top performers AND hire for growth?

3 Ways to Incorporate Clarity Results into Your Human Capital Management Strategy

There are a number of things you can do today to set your organization firmly on the path to a successful 2019. Some of these suggestions may seem small, but incremental changes can have a major impact down the road and help prepare your organization for a greater transformation.


39th Annual Deltek Clarity A&E Industry Study

Research Report

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#1 Focus On Employer Branding

The way your organization is perceived in the talent marketplace is increasingly important. Top candidates often receive competing offers. How do they decide? They do research. They check out reviews from sites like Indeed and Glassdoor. They try to get a feel for the culture at your firm and whether they believe they can fit into that culture happily. By focusing on a clear employer branding strategy, you can give candidates everything they need to accept your offer.

Here are a few ways you can create or revamp your employee branding strategy:

  • Conduct research to understand how your organization is perceived compared to the competition
  • Take cultural fit into consideration during the hiring process
  • Get creative with job descriptions to convey company culture to prospective candidates
  • Help high potential millennial candidates see the impact they can have by joining your organization
  • Implement an employee referral program to get the whole team involved
  • Work to become more attractive to highly qualified passive candidates by consciously developing your online presence

#2 Prioritize the Employee Experience

We have talked a lot about employee engagement the last couple of years, but what it really boils down to is providing a truly excellent employee experience. The employee experience encompasses all encounters and interactions with other people (culture), the physical workspace, and even the technology you provide. Your employees’ experiences lead to the formation of beliefs and attitudes about the organization, which in turn, end up driving behavior. Think of employee experience as a key driver of employee engagement similar to how you’d think of customer or client engagement.

Get started by making these incremental changes today:

  • Use a ‘customer-centric’ approach to help manage your employees’ interactions within your organization
  • Craft a truly authentic mission statement and incorporate it into your employer brand strategy
  • Think about the experience you want your employees to have and create a strategy that matches your organization’s goals and culture
  • Help employees advance their careers and allow them to participate in development planning
  • Make internal and external networking part of your culture
  • Institute employee recognition programs to celebrate success and give employees greater recognition

#3 Meet the Expectations of the ‘New Workforce’

The ‘New Workforce’ is largely comprised of millennials and generation z, but can also include individuals from any generational cohort that are open to change. So many of the values we assign to millennial workers apply to most of the workforce (and not just because millennials make up a huge portion of it). What is it, exactly, that the ‘New Workforce’ wants from you? Well, they want things like timely and meaningful feedback, appropriate technology that makes the work easier, flexible working arrangements, opportunities for development, and career planning. Sound similar to things you might like as well? If this resonates, it looks like you’re a part of the ‘New Workforce’ too.

Meet the expectations of the ‘New Workforce’ with these small changes:

  • Leverage technology wherever possible – millennial workers expect technology that enhances the employee experience and enables performance
  • Set aside annual appraisals or augment them with continuous feedback cycles and project-based appraisals
  • Consider micro promotions to provide more frequent advancements in title and responsibilities
  • Implement or leverage an existing learning management system to expand learning opportunities
  • Allow employees to participate in the creation of their own development plans

Incorporating small changes into these three areas will help you retain more of your valuable talent and attract the candidates you need to support expected growth for years to come.

Read More HCM Blogs from Amy Champigny


About the Author

Amy Champigny spent more than 15 years working in finance and accounting and most recently she served as Director of Finance for a management consulting group. In 2015 Amy implemented a Deltek ERP and transformed the finance function in her firm.