Think with Google recently identified four “video micro-moments” that allow brands to capitalize on video strategy. They labeled four decision making instincts that bring computer users to decide on one option rather than another. The article offers strategies for marketers to position their videos for maximum patronage. But, I got to thinking that the success of your HRIS commitment depends on employee use. In short, if it isn’t user-friendly, it just won’t return on the investment.
What four questions drive your HRIS users?
Maybe there is some psychobabble behind why people shop or why they shop your stuff. But, it’s reasonable to assume your employees are motivated to access your HRIS program by one or another of these four questions:
1. How can I get more of what I am into?
It’s not self-centered for employees to want to check on performance assessment, productivity, and time and attendance. Some have reason to be concerned; others are needy that way. But, HRIS can show them where they stand and how their performance measures against goals for their job and job tract.
2. How can I find out more?
As part of employee onboarding and continuing communications, HRIS can appeal to those who want and need information about organizational history, policy, and developing news.
3. How can I find out how?
Staff will engage with training and development conducted online. They will pursue “what’s in it for me” to complete and accumulate learning credits. System administered and archived training can educate to content and/or procedure.
4. How can I buy?
Employees who might never otherwise access the HRIS will connect when there is money involved. Properly directed, they will enroll for group employee benefits and manage their personal information.
What does this mean to a manager?
It’s simply realistic to select an HRIS product that helps you address your employees’ drives. If you sit at a table with a number of users, you’ll find that they are all surfing possibilities from different motives. This is the closest you can get to truly personalizing the system and raising its user-friendly score.
System content must be relevant and meaningful, rewarding and satisfying. You need variety in content and interactivity, and you may best achieve this by actively including a significant sample of employee participation and feedback. All of this is part of your branding for HR. You are not selling your resources as a product, but you are positioning the HRIS to deliver.
What four questions drive your HRIS users? It might be these or others, but installing HRIS without such a strategic base is counter-productive. To search and filter products according to their features try our HRIS Selector Tool, it will help you narrow down your choices to what your HRIS users are looking for.
