61% of work-related illnesses and accidents happen within the food and beverage industry. It is therefore imperative for food and beverage manufacturing companies to ensure that they are doing all that they can to safe guard employees and avoid the increasing fines associated with non-compliance. Finding the right HR system, would give a holistic view of the organisation and ensure the company are doing everything they can to attract, engage and retain talent.
We round up the top three reasons as to why Food and Beverage companies are investing in digital HR technology:
1. To Stay Compliant:
The food and beverage industry is subject to strict regulatory requirements. The high levels of risk and large fines associated with this industry, means that it is vital that employees receive appropriate training and management. Installing HR software enables companies to manage, develop and deploy instructor-led, formal and social online training to ensure that their employees always remain safe and avoid unnecessary fines.
2. To Ease Recruitment:
Food and Beverage Manufacturing companies often require to recruit and retain employees with a unique skill-set. Employees with a specialist skill-set are hard to find and retain. HR systems transform recruiting into a continuous, strategic part of a talent strategy with an end-to-end recruiting solution that helps attract, engage and select better candidates and then measure the results.
3. To Increase Employee Retention:
Employee retention is a large issue for food and beverage manufacturing companies – employees need to feel valued and compensated. HR must provide line managers with the skills and support they need to effectively engage employees. SAP SuccessFactors Performance and Goals helps to manage employee performance. With the fierce industry competition and limited budgets, HR must execute with razor-sharp focus.
Avoid manufacturing fines and ensure employee health and safety with SuccessFactors
Since becoming an SAP Gold Partner in 2015, Jigsaw Cloud Limited has risen to become the 4th.largest SAP SuccessFactors re-seller, by customer number, world-wide.
Jigsaw Cloud focuses on helping SMBs deliver an exceptional employee experience, by delivering the best practice Human Resources solutions in a simple and cost-effective way. 2018 has been an expectational year for our customers and we continue to deliver their success with passion, integrity and expertise. We saw 36 SuccessFactors projects go live and acquired a further 12 new customers, all of whom we immensely enjoy working with. Our team grew over 35%, along with our revenues.
At the beginning of the year, we built and launched our Smart Start packaged solution built on SAP Success Factors. So far, it has been delivered to 10 customers. Our shortest time to value, (signing contracts to going live), was eight weeks – totally dispelling any myth that SuccessFactors is too complex for small organisations.
Jigsaw won an SAP EMEA Partner Excellence award in 2018 for our efforts and dedication. Our team achieved 100% customer retention for the second year running and our support team resolved over 1800 customer support tickets, where they achieved a customer satisfaction score of 4.6/5. (This data is captured in our case management system and I am happy to share if required).
Last year, Dan Straw was promoted to become Jigsaw Cloud’s Chief Customer Officer, (CCO). This new role is mission critical to our strategy and goals. Dan’s role will put further focus and emphasis on our dedication to our customer’s success and our strong ongoing relationships.
In 2018, Jigsaw expanded beyond the Ireland and UK. In the US, Hope Bailey was appointed CEO of Jigsaw Cloud Inc. Kate Millais joined our team as our Director for EMEA South and she has already launched new offices within South Africa and Spain. In 2019, we plan on opening further offices in additional regions. Through the recent expansions, we are now excited to be working with new customers from different areas of the world.
Jigsaw Cloud is well set for a successful 2019 and I am optimistic as to what the future holds. We are excited to be furthering our product offerings with a packaged payroll solution, together with a payroll bureau service. I am looking forward to globally connecting with SMBs and working together in building their success.
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Any discussion surrounding digital transformation and technology frequently leaves worry and concern amongst employees due to the possibilities of jobs being lost or no longer being required.
However, a global survey of over 3,100 business decision makers has revealed that a lack of workforce skills is a prime concern during a companies digital transformation.
“Almost half (47%) of HR executives from small to midsize companies expect talent management in their organisations to be changed by digitalisation in the next two years.”
An increased use and implementation of digital technology presents impressive new growth opportunities for businesses. However, to succeed, you must have a workforce of modern and skilled employees to ensure a perfect strategy is enforced alongside the ever evolving changes. Read about the four facts that are compelling buisnesses to digitally transform the way they run HR:
The Effects of Digital Transformation:
1. 7x more leaders than HR executives from small to midsize companies report that digitisation has already changed their talent management efforts.
2. 71% of leaders say that digital transformation efforts make it easier to attract and retain talent, compared with 65% for HR executives from small to medium sized businesses.
3. 64% of employers say that their employees are more engaged thanks to digital transformation, compared to 21% for HR executives from small to medium sized businesses.
4. 48% of the digital leaders claim that investing in digital skills and technology is most important for driving revenue in the next two years, compared with merely 19% of HR executives from small and midsize companies.
Join Jigsaw Cloud at the CIPD Festival of Work 2019 to discover how SAP SuccessFactors can help you to deliver on your long-term business goals:
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*These insights were drawn from: Charted: Talent Drives Digital Success from Digitalist Magazine, based onfindings from “SAP Digital Transformation ExecutiveStudy: 4 Ways Leaders Set Themselves Apart” supported by Oxford Economics. Get more details about the findings by reading the Oxford Economics report, The Transformation Imperative for Small and Midsize Companies.
In 2017, 12.5 million working days in the UK were lost due to poor mental or physical health. For larger cooperation’s, employees missing a few days of work is easy to cover – however the same cannot be said for SME’s.
Businesses of a smaller size may feel the sting of understaffing, causing organisations to often put pressure on employees to return to work before they should. It is vital for both employees and businesses that mental health and wellbeing should be a continuous priority.
Here are four reasons why it is so important to consider the wellbeing of employees :
1. Retention of Talent
More than half, 60%, of HR managers have claimed that talented and hardworking employees have left their jobs due to a negative or stressful workplace environment. SME’s should offer a HR solution and open door policy that allows employees to talk in private whenever any problems arise.
2. Higher Productivity
60% of employees believe that being seated in front of a computer on a daily basis has caused their productivity at work to decrease. In a recent survey, it revealed that happier employees are 12% more productive. ‘According to Stephen Bowden, chartered ergonomist for Morgan Maxwell, “Modest gains in staff wellbeing and productivity can deliver significant financial savings.”’ (1)
3. Reduced Absenteeism
32% of employees have taken off an average of 2 weeks per year due to ailments of working directly in front of a computer and desk. These problems can include migraines, joint pains or the regular need for eyesight testing. Being active during the working day aids to eliminate physical issues. Employees should be encouraged to take regular breaks, even if that entails a simple trip to the kitchen. Therefore, being active helps reduce the amount of time needed to be taken off.
4. Attractive Employer Brand
‘Nearly three quarters of European employees believe that companies with strong health and wellbeing ethics attract the best staff.’ (2) Creating a positive working environment encourages people to achieve their best results. With the companies reputation of well-treated staff, it therefore begins to attract new talent. This is something especially true for the younger generations.
In the long run, having a wellbeing strategy in place saves organisations money due to the lack of employee absences. It reduces staff turn-over rates and employees will feel more valued and supported within their job roles.
So, how does employee wellbeing impact your organisation? Let us know in the comments.
Sources
- Smallbusiness.co.uk (1) (2)
- SMEweb.com
Click below to learn how SAP SuccessFactors modules can help ensure employee wellbeing within your business:
What is Social Media Recruiting?
Online recruiting is discovering and connecting with potential candidates to fill job vacancies within an organisation. Today, the average internet user owns over five social media accounts and according to Social Media Today, ‘30% of time spent online is now allocated to social media interaction.’
As the use of social media and LinkedIn rapidly grows, more organisations are actively seeking out candidates using these digital platforms. This is instead of paying towards recruiters or posting ads on job boards.
The age of digital has reached a point where social recruiting is a must for companies. Many companies who are currently attempting to recruit via social media, do so, but unsuccessfully.
Below explains some of the top methods HR departments use to recruit on social media successfully:
Targeting the Right People:
When it comes to recruiting via social networks, it is all about cutting and sorting through the conversations and interactions to discover the right people. It is finding the individuals who are seeking work, who possess relevant experience and availability. According to Recruiter Box, ‘being active in LinkedIn groups and using hashtags are great ways to get your job openings in front of candidates you want to apply.’ When applied to Jigsaw Cloud, these can be personalised hashtags such as #JigsawCloudCareers or #JigsawCloudVacanies.
Involve Everyone:
Encourage every employee to share or retweet the vacancy posts or to simply engage with your brand in general on social media. This way, it will spread the word your company is recruiting a lot faster and to people who are potentially working within similar or partnering industries.
Promote Your Culture:
Social media recruiting isn’t all about posting job ads and messaging potential candidates, it is in the best interest of the company to continuously share content regarding the organisation. The content should show the company in a positive light and organically attract potential candidates without any need for them to view the jobs ads.
Add a Personal Touch:
Potential candidates, with an abundance of experience, receive many messages from recruiters. Adding personal touches to a direct message, for example on Linkedin, will get you more attention than a simple copy and paste job. Talk about what caught your attention on the candidates profile and how their skills would benefit the company.
Overall, social media recruiting, when completed successfully, can bring an organisation an additional 30–50% more candidates. Companies can save money when looking for candidates on a budget, discover resume details without needing to see actual resumes and see if candidates have the appropriate culture fit through displayed hobbies and interests.
Sources
https://www.socialmediatoday.com
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With the arrival of a new year, HR will continue to evolve and develop with new goals, processes and updates throughout the upcoming months.
Below are some of the key trends expected to emerge and flourish within the year 2019:
Employee Engagement:
There is plenty of evidence proving that ‘when HR and non HR employees feel valued—their dedication and enthusiasm for their jobs, coworkers, and companies grow. This, in turn, increases employee retention, performance, and productivity.’ So, when employees are engaged, it not only benefits their future but the companies in the long run also.
In a G2 Crowd EE survey, results showed that 80% of HR employees surveyed found that using HR technologies improved employee attitude towards their company. Companies can use their chosen HR software and technologies to track employee performance, support their challenges and offer one on one feedback. Organising appropriate company training, plus recognising each persons individual achievements and successes can increase the value an employee feels.
It is predicted that organisations will increase their spendings on employee engagement within their HR departments up to 45% within the year 2019.
Embracing Diversity:
The consideration of organisations seeking to embrace diversity will continue to be a main focus throughout 2019. From race, religion through to gender and age, HR will aim to continue improving the fairness, equality and the diversity of companies and organisations. With an increasing number of businesses going global, introducing diversity and maintaining a culture is of the upmost importance. ‘HR has to ensure that the diverse socio – economic, cultural aspect of the employees are seamlessly integrated within an organization.’ – People Matters.
It is predicted in 2019 that companies will recognise and identify their own bias and work with their HR departments to take the appropriate steps to decrease this within the hiring and working process. ‘Companies will set diversity goals which HR personnel and hiring managers will then need to meet.’ – G2 Crowd.
The Growth of Remote Working:
Due to rapid changes in recent years within HR technology, it is now believed that over ‘70% of global office professionals work remotely at least once per week. And it’s not just full-time employees that are telecommuting. There are currently 53 million freelancers in America.’ – Human Resources Today.
The standard 9-5 time slot for working hours is being tested, and in 2019, HR departments are predicted to begin thinking outsized the box in order to adapt to these ever-evolving changes. Hiring freelancers, homebred workers and candidates for short term projects can now be managed through the use of HR technology.
Overall the HR trends for 2019 will focus entirely on the people and how technology can add fairness, equality and adapt to the changing working patterns of the people within the modern era.
Sources
https://learn.g2crowd.com/2019-hr-trends
http://www.humanresourcestoday.com
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The consideration of wellness and mental health within the working environment continues to evolve and maintain its position of importance within the department of HR.
‘The top five stress symptoms causing missed work days are constant fatigue (29%); sleeplessness (26%); aches and pains (24%); high anxiety (23%) and weight gain (18%).’
– Career Builder.
As a result of these stressed-related absences they can cost employers about $3.5 billion each year.’ – Work place Safety and Prevention Services.
Jigsaw Cloud uncovers the top four wellness trends predicted for the year 2019 and why employee wellness should remain a high priority within HR departments:
1. Addressing Burnout
In the modern age, employees are under more stress than ever before, both within the work place and during everyday life. ‘It’s no surprise that in a recent Gallup survey, 44% of employees reported feelings of burnout at work.’ – Forbes. Employee burnout affects all industries, which results in low engagement, low productivity, increased errors and more safety incidents.
HR departments and companies can take several steps to work towards decreasing employee burnout. This can be encouraging employees to take regular breaks, approving paid leave and creating flexible working schedules when needed.
2. Personalisation
Not everyone has the same personality, each worker has their own set of needs, challenges and long-term career goals. Employees should not be addressed as simply a faceless mass. Making employees feel they are perceived more as individuals can improve overall wellness, productivity and create a more positive working environment.
With continuous developments being made within HR technology, programmes and feedback should be designed to tailor to each employee’s individual needs. Technology should give employees data and information that is relevant to them, their aspirations and their job role within the company.
If personalised technology requires too big of a budget for a company to invest in, simple techniques, such as feedback forms, can help HR departments receive a more in-depth analyses of each individual employee.
3. Addressing Mental Health
‘Hidden’ diseases and mental health issues are becoming something increasingly addressed and discussed over recent years. ‘Approximately 1 in 4 people in the UK will experience a mental health problem each year.’
‘In England, 1 in 6 people report experiencing a common mental health problem (such as anxiety and depression) in any given week.’
– Mind.org.
Companies and organisations should give their leaders and HR employees proper mental health training when it comes to helping and supporting employees. A decrease in mental health can damage an employee’s overall wellbeing, stress and performance.
HR departments should introduce ways to remove the barriers of keeping mental health a secret and provide regular opportunities to openly discuss mental health issues within the office.
4. Wellness Programmes
More and more company HR departments are investing in training and wellness programmes in order to maintain happy and healthy employees.
Training programmes related to a person’s individual role can significantly increase an employee’s overall state of mind.
‘If an employee can perform a wide range of tasks, they become more useful to their employer, and are a greater asset to their business or organization as a result. At the same time, the employee is able to recognize their increased value, as well as directly experience a growing skill set.’
– Human Resources MBA.
When the employee feels they have an increase in company value, they instantly obtain a more positive state of mind.
Other types of courses which increase an employee’s state of mind, can include wellness events, company retreats, and lifestyle coaching.
Overall, HR trends in 2019 are predicted to focus on all employee’s mental state, as mental health issues become an increasingly and more openly discussed subject. Organisations and developments within HR technology allow each person to be viewed more as an individual, with individual needs and goals, rather than to simply group workers into a simple single mass.
Sources
https://www.wsps.ca/WSPS/media/Site/Resources/Downloads/BusinessCaseHW_Final.pdf?ext=.pdf
https://www.humanresourcesmba.net/lists/5-great-ideas-for-employee-wellness-programs/
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In recent years the HR industry has made rapid changes through the use of modern technology and continues to do so throughout the year 2019. Utilising the resources social media influencers share should help those interested in the HR industry to keep within the loop and gain deeper insights into this ever-evolving world of HR.
Following these online experts, especially if you are currently working within the HR industry, allows you to keep on top of trends, topics and updates happening within the business.
Here is a roundup of our top five HR influencers and accounts to get following on social media:
1.Who? Megan M Biro
What does she do?
Meghan M. Biro is the founder and CEO of TalentCulture and Founder of the #WorkTrends podcast and Twitter chat. She is a globally recognised Talent Management and HR Tech brand strategist, analyst, digital catalyst, writer and motivational speaker.
Why follow her?
Each week, Meghan interviews a guest or HR professional who is thinking and speaking creatively about the future of work. Following her twitter account aids people with learning about the very latest trends in HR technology, digital media, management, work culture, recruitment, innovation and much more.
2. Who? The HR Hour
What do they do?
The HR Hour is a twitter account that is managed by Mark Hendy. The account creates a platform where a chat takes place every Thursday at 8pm to discuss all topics and questions surrounding the world of modern HR.
Why follow them?
The HR Hour is a unique twitter page, designed not simply for those who work within HR but for anyone with an interest in the industry. Its unusual concept of arranging specific days and times to create interaction has attracted a wide community of people. The majority of the conversations consist of questions being asked and discussed.
3. Who? Mark C Crowley
What do they do?
Mark C Crowley is a HR speaker, podcaster and leadership author. ‘Twice, he held national-level responsibilities – most recently as Senior Vice President-National Sales Manager for Investment Products at one of America’s largest financial institutions, where he was named “Leader of the Year.” – Markccrowley.com
Why follow them?
Mark is passionate about the culture and welfare of employees within the working environment and continuously preaches its importance across social media – something of the upmost importance within HR. His career has led him to consult companies and organisations seeking to achieve unusually high performance. His tips and tricks can be found continuously on his Twitter platform.
4. Who? Lou Adler
What do they do?
Lou Adler is one of the most highly followed and influential people within HR on Linkedin and Twitter – boasting over 1.2 million followers. Lou Adler is the CEO and founder of The Adler Group – a consulting firm that aids companies to implement performance-based hiring and recruiting.
Why follow them?
He regularly publishes original, thought-provoking articles on LinkedIn surrounding HR. People should follow him if they desire to keep abreast with innovative sourcing and the latest strategies within recruitment.
5. Who? William Tincup
What do they do?
William is the president of Recruiting Daily. They are a company that manufacture HR content and connect different companies using modern HR technology. In addition, William is a writer, adviser and well rehearsed public speaker.
Why follow them?
William continuously tweets about the issues and debatable questions currently within Human Resources. He is one of the only HR social media accounts to highly engage and interact with his followers and following.
Sources
Markccrowley.com
Click below to discover how SAP SuccessFactors services can help your company attract and retain top talent:
What is #CIPDAce18?
The CIPD Annual Conference and Exhibition has asserted itself as the UK’s leading networking event surrounding the topics of HR and L&D. It enables the discovery of the latest products and services alongside industry experts – all under one roof.
This year became CIPD’s 71st exhibition, which was situated within Manchester, Manchester Central, on the 7-8 November. Attended by over 180 exhibitionists, 5000 professionals and providing copious amounts of business-led entertainment, it was certainly an eventful and informative two days.
With so much to explore and experience, and with it being my first time attending a CIPD exhibition, it remains problematic to assemble my favourite moments from the occasion. Though, after much thought, I have rounded up the top three highlights of the event:
1. Free Demos of Multiple Software Solutions
The hassle of arranging and booking demos was eradicated, with many of the exhibitors providing free demonstrations by consultants directly from their stands. Visitors could pre-book as many demos as they desired throughout the two days, enabling them to quickly obtain a grasp of many different HR systems and select the one most effective for them.
2. Key Speakers and 38 Talks
Across the two days, there were numerous chances to learn something new.
There were 38 expert-led workshops, talks and panel discussions that were specifically designed to introduce attendees to something new or to present alternative perspectives on already familiar subjects.
This year, talks were covered by over 70 speakers and surrounded five focal topics:
- Strategic HR and Ethical Decision Making
- Technology and the Future of Work
- Organisational Development and Business Effectiveness
- Talent, Skills and Capabilities
- Employee Experience, Well-being and People Management
Highlight key speakers included best-selling Author Rachel Botsman, Actor, Writer and Comedian Sir Lenny Henry and the Mayor of Greater Manchester Andy Burnham.
3. MY HR Careers After Party
On the 7th November, Jigsaw Cloud and My HR Careers held a CIPD After Party at Revolution Bar, Deansgate locks. It allowed over 200 HR professionals and customers to informally network in a more relaxed environment, with free nibbles and drinks included (Of course).
Overall, I had a positive and educational experience throughout my time at CIPD Manchester. The Jigsaw Team were incredibly supportive – I am utterly thrilled and proud to be working for such a caring and vibrant company. I am looking forward to attending and contributing further to the next event.
Here is a recap of the CIPD Annual Conference and Exhibition 2018:
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It can often be difficult within a company to keep employees satisfied and motivated – after all, everyone desires and strives for different things throughout their career. Success is measured in numerous ways according to each individual, therefore implementing the correct HR System and department into your organisation is an excellent method of keeping the morale and motivation flowing. HR systems are designed to target and treat employees as individuals rather than generalising them into a single unit.
Below, I highlight some of the main points on how HR practices can maximise the diverse desires of an organisations employees.
1. Reward Good Performance
Everyone appreciates being rewarded or recognised for their efforts. Providing appropriate recognition (and relevant rewards) for productive working and performance can aid workers to achieve triumphant outcomes. Workers can often feel demoralized for feeling as if no one cares about their contribution or input.
2. Resources
If an employee feels unable to learn or progress within their career, an organisation may find itself commencing to lose its members. ‘Comprehensive training, educational opportunities, leadership seminars…these are all tools that can help employees feel better prepared to do their jobs and grow their careers at your company.’* HR departments need to implement strategies towards providing members with the correct tools, which can be tracked and tailored to each person using a selected HR system.
3. Highlighting Individuality
It is important to let your employees know you perceive them as individuals and not as an unspecified mass. HR departments should tailor their systems to recognise each individual, although this may be difficult within larger cooperate companies, employees will feel more satisfied and at home.
HR departments should also gain an understanding of each person’s individual wants, needs and challenges that they are facing within their role.
4. Realistic Goal Setting
Goals given to employees should correctly reflect the role, individuals abilities and skill points. Setting low or unmeaningful goal expectations could cause members to feel undervalued, whilst stretched unrealistic goals could pressure employees and knock their confidence whenever they go unachieved.
HR should set measurable, actionable goals that are easily trackable through the system and allow employees to see their progress throughout their journey at the company. This is an excellent way to improve self- motivation.
Overall, HR departments and systems motivate company employees through creating individual values, goals and recognising the needs of each member. With employees feeling as though they are more valued, rather than being part of a faceless mass, they will work more effectively and progress more quickly.
*The Job Network – Thejobnetwork.com
Discover how SAP SuccessFactors technology can help improve your company culture – Discover SAP Successfactors