How can you use HRIS to create and deliver diversity and inclusion training programs?

As HR you don't just manage people, you manage skills. You can divide skills into 2 categories - perishable and durable. Durable skills are definitive, whereas perishable would require repeated assessment or upskilling. You can track those skills against the requirements for each role in your organization or also via surveys, certificates, resumes and test scores.

Clearly define the goals of your diversity and inclusion training programs, whether it's fostering a more inclusive workplace culture or addressing specific biases. Identify the target audience, considering factors like department, seniority, and job roles. For example, if the goal is to promote gender inclusivity, tailor the training to address the unique challenges faced by different gender identities within the organization.!!

Tailored Content: Develop training content that aligns with your organization's specific D&I challenges and goals. Diverse Formats: Consider a variety of training formats, such as online courses, workshops, or in-person sessions, to accommodate different learning styles and preferences. HRIS Integration: Integrate training materials and assessments into your HRIS system for easy access and tracking.

Select relevant training content that aligns with your goals. This may include modules on unconscious bias, cultural competence, or inclusive leadership. Choose a format that suits your audience and organizational culture, such as interactive e-learning modules, workshops, or guest speaker sessions. Share personal stories and examples that resonate with diverse experiences to enhance engagement.!!!

Desde la funcionalidad de formación de los HRIS se pueden dise?ar los planes de capacitación de los equipos: Crear los cursos y sesiones, describir los objetivos, indicar las fechas de realización, se?alar el tipo de formación (presencial, remota, mixta), etc. Entre los objetivos de gestionarlas desde el HRIS destacaría: 1. Los empleados tendrán visibilidad de las formaciones en las que participarán a lo largo del a?o, pudiendo planificar su tiempo y bloquear esas franjas de otros compromisos para poder asistir. 2. Tanto el equipo de People como managers podrán hacer seguimiento de la evolución de las formaciones, aprovechando las reuniones de seguimiento 1 to 1 con cada miembro del equipo para hablar sobre sus formaciones.

Utilize the HRIS to deliver training content to employees across the organization. Leverage features like learning management systems (LMS) to assign courses, track participation, and assess comprehension. Monitor progress and completion rates through the HRIS dashboard. For instance, if using an LMS, track the number of employees who have completed diversity training and identify any specific areas where additional focus may be needed.!!

Los HRIS además de facilitar el trabajo a los equipos de People/HR generan un histórico de datos de gran valor para interpretar resultados. Entre las iniciativas que recomiendo activar: 1. Enviar encuestas a las personas participantes en la formación para conocer su feedback (incluir tanto preguntas de satisfacción -valoración del 1 al10- como preguntas con respuesta tipo texto para que puedan compartir sus opiniones - qué les ha gustado, qué han echado de menos-. 2. Dise?ar dashboards con las métricas clave y compartirlos con los managers. 3. Incluir las formaciones en los temas a tratar en las reuniones de seguimiento 1to1. 4. Comunicar resultados/decisiones/novedades los empleados. Valorarán ser partícipes y ser tenidos en cuenta.

Data Analysis: Use HRIS data to analyze training effectiveness and identify areas for improvement. Continuous Learning: Regularly update training content to reflect changes in laws, regulations, and best practices. Employee Feedback: Incorporate employee feedback to refine training programs and address specific needs.

Regularly assess the effectiveness of your diversity and inclusion training programs. Gather feedback from participants through surveys or feedback forms integrated into the HRIS. Use analytics to identify trends and areas for improvement. Update the content based on feedback and emerging best practices. For example, if feedback suggests a need for more interactive elements, consider incorporating scenario-based simulations in your training modules.!!

You can tailor diversity and inclusion training programs to your organization's needs, leveraging data analytics to identify areas for improvement and track progress. The system supports creating dynamic, accessible training ensuring your workforce remains informed and engaged. You can use multiple ways of gathering feedback, introduce training ratings, and add elements of gamification and personalised recommendations to improve your trainings further.