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Hey Bluewater friends and fans, it’s great to be chatting with you again. I want to introduce some new concepts, new ideas, and research we’re doing here at Bluewater, all focused on the Human Capital Management Technology Lifecycle. Really, how we are working together to manage, develop, and promote employees inside human capital management technology?

There are some basic components we want to talk about and review. When you want to go out and find a new employee, what are you going to do? You’re going to go out and recruit and attract that individual, bring them into the organization. So that’s the first part of the human capital management lifecycle.

The second piece we want to go through is onboarding. Onboarding really has two pieces; we’ve got to do all the basic forms and things that we’ve got to do, the employee handbook, etc. Once we bring them into the organization and we begin some developmental onboarding as well to make sure they’re prepared for the job. Along the way, we’ve got to manage those individuals. For our managers, we’ve got to look at time and attendance and really look at how we’re scheduling individuals depending on the different industry you’re in. The management of individuals becomes very different and unique.

Then we want to pay people. That’s why they’re here on the job and doing the work that they’re doing. So, compensation through pay, through benefits, all are critical parts of the lifecycle and the processes.

So far we’re going to recruit, onboard, manage and pay people. But as they work through their life inside your organization, we also want to retain them. We retain them by beginning that process of developing them and as we develop them, we seek to promote them inside the organization. How are they succeeding through the organization’s processes? This starts the life cycle all over again.

So, we want to recruit, onboard, manage, pay, compensate, develop and promote them. Done the right way, this creates a fantastic model for engaging employees through human capital management technology. Because if we are actually doing all these things and we’re connecting them together, it’s amazing what results you have in engaging employees not only in your current business but also in the future of that business as well.

Now in our lifecycle looking at all those individual elements, there’s another critical piece and that’s data. Through reporting and analytics, we want the information to be able to pull together to show not only the managers but the organization in general how we’re doing in each stage of the process. How are we doing for recruiting? How are we doing at onboarding? How are we doing with management? How are we doing for compensation or paying people? How are we doing in development? How are we doing in promotion? And finally, how are we doing in an overall engagement of the employee and really driving the future business.

Why are we focused on that in 2020? Employee engagement is critical. The workforce is tight, there’s a lot of competition between businesses for a small number of qualified candidates. Also, if we want to have the creativity to press our businesses forward, we’ve truly got to engage employees in a different way. The use of human capital management technology is a fantastic way to be able to do that. Remember we want to recruit, onboard, manage, pay, develop, promote so that we can engage employees through your HCM technology on a regular basis.

In the coming weeks, we’re going to begin to expand on each of the elements of our human capital management technology workflow. You’ll see that on our website so make sure to go check out the graphic and see how that plays.

Additionally, as we begin to go through each of those elements, we’re going to begin to seek your feedback. We want to know what’s critical for you and where those gaps are in the process. Let’s explore together how we can really begin to engage employees, again, through HCM technology. Thanks for your time, great to chat with you, we’ll look forward to chatting again in the coming weeks.