It takes more than administration and paperwork to attract, build and retain the people you need to consistently deliver successful projects. Empower your managers and employees to own their own careers by investing in their development and help your human resources (HR) team focus improving the employee experience. A variety of self-service features helps you engage your employees and allow them to proactively keep up with certifications, training and other employee development opportunities, while maintaining their own information without intervention from HR. Self-service models are not new, but are more important than ever given current events.
Self-service is the norm for many people now – being able to check their account balances online, sending money through online services, reviewing options for jury duty, or buying movie theater tickets are just some of the many things people can do on their own now. And employees carry this expectation over into their work environment. With this current self-service culture, it is important that you can offer your employees tools internally to empower them and provide a good employee experience. Employees may not want to have to call or email HR to update their address, they’d rather just go and do it themselves.
Not only do employees expect this, but with the current trend to work from home, giving employees this ability is important. And when considered in the face of our current environment where many more employees are working from their home than normal, this is even more crucial. Having the tools at hand to get help on something they are doing when their colleague isn’t in the desk next to them or to make sure they are keeping track of meetings with their manager can help make the transition period easier for everyone.
Another added benefit for you is that enabling employees to access and maintain their own information and development can free up HR from those types of requests and exercises to focus on other things.
Having access to their information is one piece, but making this easy is another. According to Datis, 44% of organizations rely on three or more internal systems to handle their workforce management process. This complicates matters for employees, because it isn’t clear what should be done and where. With Deltek Talent Management, there are many options to keep things together.
By putting the management of personal data in the hands on the employee, you enable them to make updates on their own (while reducing your workload at the same time).
Within Employee Self-Service, or ESS, employees are able to initiate changes to information on their profile based on the permissions you establish. For example, they can submit a change to their address, but not necessarily all pieces of data are visible or editable by the employee. These changes can trigger notifications and/or approvals before the changes go into effect.
Resumes & Job Openings
Employees also have the ability to maintain their resume within the system, making sure you always have up-to-date details for them available if you need resumes as a part of your proposal process. They can also use their resume to apply to internal job opportunities, if something that comes up that is of interest to them.
Gartner research indicates that companies need to shift from external hiring strategies towards training their current workforces and applying risk mitigation strategies for critical talent shortages, and our tools can help support this shift.
Employees can view their resume at any time, and if changes are needed, they can make updates to their resume. They also have access to an internal career portal, where they can apply to job posting if they find something of interest to them. Or, if they know someone else who would be a good fit for a job posting, they can refer a friend to that job. Once they’ve referred somewhere, they can check on the status of their referrals at any time.
Training, Certifications and History
According to Better Buys, 7/10 people say that professional development opportunities affect their decision to stay at a company, and LinkedIn indicates that 94% of employees would stay at a company longer if it invested in their career. With this in mind, offering opportunities for employees to access, take, and track learning activities can greatly benefit your company.
The solution supports instructor-led, elearning, and read and sign courses, and makes these available to employees in the course catalog. Employees can easily see course details, including prerequisites, competencies/skills gained, and classes offered. From the class listing, they can easily enroll in courses available to them.
As employees take training within the system, it automatically builds their history as a part of their profile. They can download certificates and see the education units gained, aiding in reporting for maintaining certifications.
Certifications can also be tracked in the system. Certificates can be downloaded, and reminders can be sent for expiration dates. Employees have the ability to see these and update at any point in time.
The Deltek Talent Performance solution aids in the scheduling and tracking of continuous feedback. Employees can easily access feedback sessions, including both currently active sessions, as well as past completed sessions.
Employees can setup continuous feedback sessions with a proposed date, purpose, and notes, which their manager can then accept. Comments from both parties can be tracked, including signatures with notes once the session has been held. All recorded sessions are tracked.
Employees are notified of updates to their continuous feedback sessions and can make notes, create new sessions, or review past completed sessions.
Continuous feedback is visible within appraisals as well, giving employees the ability to easily see any sessions that occurred during that appraisal cycle and take comments and feedback into consideration as a part of the performance review as is needed.
Employees have the tools available to set goals for themselves. This is done with a simple one-step process. They can choose goals from the library, past appraisals, or other employees as a starting point, or create their own goals. This include SMART goal instructions to help make the goal Specific, Measureable, Attainable, Relevant and Time-bound. Goals can be based on a scale, numerical target, percentage complete, complete/incomplete, or with no score for informational purposes.
Employees can access their goals, both those set within the appraisal and those from continuous goal management, from the My Goals link under Performance. Here, they see current goal statuses and provide updates when needed.
Employees can recognize others within the organization that exemplify company values. This lets them enter in details about the recognition, and sends notifications to the recognized employee and their manager. Recognition received by employees also shows up in their performance review.
- Applicant Tracking
- Artificial Intelligence
- Candidate Relationship Management
- Career Development
- Career Path
- Change Management
- Continuous Feedback
- Core HR
- Data Integrity
- Employee Engagement
- Employee Information
- Employee Lifecycle
- Employee Performance Management
- Employee Referral
- Financial Management
- HR Technology
- Hrsmart Quizzes
- Human Capital Management
- Human Resources
- Learning Management
- Performance Management
- Performance Reviews
- Project-Based Hiring
- Small Business
- Social Media
- Succession Planning
- Talent Acquisition
- Talent Management
- Talent Relationship Management
- Trade Shows
- Unified Talent Management