After years of experience in multiple industries, I can find that what I carry is experience.
This experience is not only about your job knowledge, technical advancements, and practical approach. It is also about how you’ve been treated in an organization.
And experience matters!
It matters for all, in whatever field you are, whatever your job, designation or industry is, it matters because what you carry with you when you come back home is experience.
Not a big deal, when you reach home, and your mate asks you, “how was the day, and you share your experience!
Experience is something which you receive involuntarily everywhere you go, you take the experience from all the places you visit, people you meet and converse and collide randomly.
Experience is akin to learning. Based on this learning you make every decision. So bad and good or neutral in a few cases, experience matters a lot when you take the next step in life.
No wonder it matters more when it is related to human resources because ultimately they are the ones who get the work done. Employee Experience is a set of beliefs, feelings, and attitudes, resulting from an appraisal of one’s job experiences.
The types of experience that determine how employees feel about work are –
1. Task Experience – The feeling of the utilization of my time and skills, Isn’t it being wasted?
2. Social Experience – The feeling of getting reciprocated for support and likeness from peers.
3. Fulfilment Experience – The feeling of getting fulfilments (wants & needs) which we expect from the organization.
Hence, if you are an employee you would be experiencing these factors while making a move. Any bad experience linked with one of these may trigger you to take the decision.
Forbes says that Human Experience is the new trend in the field of Human Resources and it should be handled with care around the globe.
Experience influences the decisions of employees more than anything in past, so as an HR professional, it is important for you to know what shapes and controls employees’ experiences and how you can manage them.?
Can you help your organization create experiences that align employee wants, needs, and expectations with company goals? If you can do it, it is a successful Human Experience Management.
As a Human Resource Specialist or business owner, it is very important to know the forces which are triggering human experience and ultimately reshaping work, careers, and organizations.
There is an immense need to handle employees differently than it was done in past else companies may not succeed in the future, that’s why HXM is evolving so fast and has become so vital.
By now you have been wondering how to manage it? Is there any need to create a new sub-department under human resources as HXM or why can’t you continue with HCM or HRM when already it is here?
This is because while creating an environment where people feel safe, engaged, and productive requires a focus on creating a positive employee experience, we know that human capital management (HCM) technology cannot meet the competitiveness that companies need today.
Human Experience Management (HXM) aims to focus on those who contribute to a company’s success; providing them with the tools and technologies to enable employees to have meaningful, productive, and personal experiences that drive business results.
It’s time to move beyond the traditional mindset with human capital management (HCM) that focuses on simplifying transactions and driving HR processes from the top down. As the focus of HR shifts from simply supporting HR-driven processes to providing experience and information about what employees should be doing and doing their best, HXM provides the mindset and tools needed to achieve the results companies need to survive and prosper.
It’s about creating an experience that empowers candidates, new hires, recruiters, employees, managers, and HR leaders to do things quickly and easily, increasing their productivity from hiring to retirement. Not only does it provide more intuitive and connected technology in the workplace, but it also allows employers to manage the employee experience through timely feedback and actions that help to continuously improve the everyday experience.
Proactively understanding employee emotions and engagement is no longer a necessity for businesses today. In recent years, people and culture leaders have actively invested time and resources to improve the people’s experience and develop the right culture to attract, motivate and retain employees.
Today, the experience that companies create for their employees is more important than ever. There is no doubt that employees want this to continue, while executives want to keep bringing in their best people as organizations struggle to survive and compete in highly volatile times. As they move towards new levels of normality, organizations must initiate a distinct transition from simply supporting human resource-centric processes to human experience management (HXM), building brand advocates who are sustainably engaged in the way of thinking and the tools needed to achieve the results needed to not only survive, but thrive.
How HXM enable you to manage business activities, employee responses, and workforce capabilities to create engaged, agile, healthy, inclusive, and efficient organizations?
It starts with integrating meaningful and personalized end-to-end services for everyone—candidates, new hires, employees, managers, or HR leaders—as part of your business strategy. Look beyond the employee life cycle and find out what it’s like to work in an organization. This approach recognizes that experience occupies the space between business decisions and behavior, business performance, and results.
It is important to avoid the urge to create policies and programs for employees without asking their opinion. We know business leaders want to provide the perfect employee experience, but they often find it hard to get it right. The need to improve the overall employee experience in the workplace may not be new to an established organization.
Here are some inputs, experiences, and best practices from industry leaders.
Ron Thomas, CEO of Strategy Focused Group, believes that employee experience is on the same track as customer experience as companies build loyalty by improving satisfaction. HXM is a necessary response as employee experience plays an increasingly important role in helping companies grow their talent pool and retain the best talent.
Markus Wolf, Principal HR Consultant, SAP Qualtrics, explains how HXM practices improve relationships between employees and managers in Coach Coaching – HXM and Management Effectiveness. Robert Richardson, Human Experience Consultant, SAP SuccessFactors, discusses Designing and Hiring for Experience and rethinking work, emphasizing the interests of candidates and employees. HXM shifts its focus to traditional HR processes to deliver services that serve employees first and, as a result, better serve the company. SAP HXM builds on SAP’s best human capital management (HCM) solutions and puts more emphasis on employee experience and engagement.
SAP Success Factors Human Experience Management (HXM) introduces a new approach to HR solutions that build on the best HCM and extends it to create a truly dynamic, engaging, and employee-centric experience. SAP HXM Talent Management Solutions provide a personalized experience across the entire talent lifecycle, including recruitment, performance management, onboarding, compensation, learning, and development.
It was designed to manage the entire employee lifecycle, from hiring and onboarding to performance and payroll, to take the employee experience to the next level. By delivering powerful, integrated solutions across the entire employee lifecycle, including talent management, experience management, and human analytics, companies can now lay the foundation for their workforce with bespoke services tailored to specific organizational requirements.
With a human experience management solution that recognizes the critical role of employee experience in building an agile and high-performing business, they help companies transform their HR capabilities by leveraging their technology expertise across legacy, cloud infrastructure, and hybrids.
It can support processes that make it easier for HR and business leaders to manage employee experience, for example, by making it easier to find development opportunities, empowering employees and line managers, or ensuring reward transparency.
Sure, SAP SuccessFactors Goals & Performance can provide some information, especially about the scope and dimensions of achievements, and the Continuous Performance Management feature is an important feedback tool, but there is no full feedback loop to collect and analyze employee experience information. Fortunately, SAP NS2 offers a human-centric strategy called Success Factors Human Experience Management (HXM) that has been proven to develop and retain the right people to do critical work. Compared to today’s human capital management (HCM), no solution can track the bottom-up experience from hiring to retirement from the employee’s perspective.
Today, human talent is focused on the work experience offered by companies. Expanding the human experience component of your organization will lead to performance gains that go beyond metrics and measurements and will drive cycles of innovation and leadership management that will propel your organization higher and higher.
Become an HXM-focused leader and identify the solutions and tools that enable managers to create optimal employee experiences and positive experiences in every human interaction.