“Do more with less.” Whether used as a description or a directive, that phrase is frequently used these days. In an economic climate like the one we are all currently experiencing, it may feel impossible to even stay afloat. Nonetheless we all have to do more with less as we face new challenges, fewer resources, smaller teams, and digital work environments. Companies have had to furlough and lay off employees. Some companies and entire industries have gone out of business altogether. HR teams are increasingly burdened with these new challenges, and are often experiencing the same issues. Teams with limited to no bandwidth, antiquated and inadequate software systems, implementing new policies and process workflows, are all a part of the oh so familiar yet new “new normal.”

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HR teams are increasingly burdened with these new challenges, and are often experiencing the same issues. Teams with limited to no bandwidth, antiquated and inadequate software systems, implementing new policies and process workflows, are all a part of the oh so familiar, yet new “normal.”
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These antiquated systems and lack of efficiency can provide little to no assistance when it comes to the transition from former processes. From the massive influx of employee inquiries to managing the needs of your clients and teams, HR divisions are simply overwhelmed. Time is spent with tasks like off- and on-boarding, to working in a virtual workplace, or answering repetitive Tier 0 and Tier 1 questions regarding benefits… that aren’t just asked by one or two members of your team but now the entire company. Exposing deficiencies in systems or teams is only a part of the headache. The refrain “do more with less” still applies, now layered with “work smarter not harder.” Although these challenges are identified and understood by many, employers are still expected to respond and operate as before but with an entirely different and larger workload. How do HR teams prepare for the future stresses that they will encounter? How do smaller organizations come up with a proactive plan to continue through the year? How do companies prepare for future when the future is still evolving?  How do organizations get back to productivity to ensure the sustainability of the company.

 

Budget will not magically appear to hire new resources or additional HR team members. From Human Resources, to systems, infrastructure, and day-to-day processes everything is seemingly impacted by this influx of needs for employees and employers. A rip-and-replace is costly and inefficient. Management teams have gone from focusing on key competitive differentiators of their offerings to spending time solely managing the new influx of needs associated with a Pandemic. Understanding what your current climate looks like, and how to future-proof your team can make this time of transition one where you can full proof and protect your employees and mission going forward. We are finding a solution, not a Band-Aid, is required. The key is to do this in a cost effective way. Lucky for all, technology is here to help.

 

A technology overlay is a viable solution. Without change to current subscriptions or configurations, Mercer can configure and deploy ServiceNow’s HR tools to assist you in this time of change. ServiceNow’s HRSD can solve for the gaps identified in your core system of record. Tools like virtual agents, knowledge base, and change management are automating and streamlining workflows while Mercer’s HR expertise ensures that processes are developed to bolster HR teams. This solution can help any size firm. Mercer is here, we are empowered with the proper tools, and we can help.

 

To learn more about Mercer’s ServiceNow practice and capabilities here or contact a Digital Solutions expert.

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