Recently Josh Bersin the Principal of Bersin By Deloitte released their annual perspective on the HR market: Alumni engagement as part of the HR process and delivering value to the entire organization was highlighted a number of times.
This topic is not a new one for Bersin. They wrote about this in 2009 “Keep In Touch: The Power Of Alumni Programs” although things have changed significantly since then:
More often than not, an employee’s departure from a company is marked by feelings of rejection and resentment; a divorce from any level of communication and feelings of loyalty.
This feeling of ‘divorce’ is no longer the case. Instead, organizations are realizing that a departure is not necessarily a bad thing or a poor reflection on the company. The focus now is on embracing that departure and creating a streamlined and positive off-boarding experience. However this question posed in 2009 is as important today as it was then:
In today’s economy, alumni programs need to be part of a greater talent strategy. By involving former employees in the recruitment process, companies can improve employer branding and help find key talent. As layoffs continue, what are your plans for your former employees in 2009?
The 2017 HR Technology Disruptions Report provides great insight into the changing workplace and how organizations and vendors are shifting to support this.
The HR technology market is undergoing one of the most disruptive years it has seen this decade. As I described in my recent article in Forbes, “The HR Software Market Reinvents Itself,” the HR technology industry is on the precipice of a total reinvention. In this report, I detail the major trends driving this change, discuss some exciting new players, and leave you with guidance and thoughts for planning ahead.
This is tremendous insight here into where HR is heading including thought leadership that showcases the importance of Alumni as part of a unified HR system:
These systems no longer simply manage applicants; they manage candidates and even alumni. Further, these new offerings focus on building tools that are easy for hiring managers and candidates to use, not just recruiters and HR.
Alumni are no longer systems or platforms that operate in a silo or are used solely by HR. Alumni platforms must serve the entire business and communicate and integrate with everything from sales to resource planning to procurement too.
Instead of automating employee retirement, HR can automate exploration of retirement options, decisions about retirement plans, exit processes, joining the alumni network, and creating an ongoing relationship between the company and the employee after the worker’s departure.
Integrated Alumni Management Platforms allow on-boarding into the Alumni network as part of off-boarding increasing the adoption rate exponentially.
Whether it is through automated email programs or directly as part of the HRIS system the key is to make it as easy as possible for the employee:
Download this complimentary report to learn more about ways that you can take advantage of the transformational changes taking place in the HR technology landscape:
|HR Technology Disruptions for 2017: Nine Trends Reinventing the HR Software Market The HR technology market is undergoing one of the most disruptive years it has seen this decade. In our new report, we highlight nine of the trends to consider in the year ahead.|