You're managing employee satisfaction, but your HR consulting tools aren't cutting it. What are you missing?

2 The benefits of alternative HR tools

Alternative HR tools are emerging to supplement and amplify traditional HR tools. These tools utilize different strategies and technology to collect and assess data, provide insight, and suggest solutions for employee satisfaction. For instance, Employee Net Promoter Score (eNPS) is a query that inquires employees how likely they are to recommend their employer to others. It evaluates employee loyalty, advocacy, and satisfaction. Additionally, Employee Experience Platforms (EXPs) are software applications that unify various aspects of employee experience, such as communication, collaboration, learning, feedback, recognition, and wellness. This offers staff a centralized and personalized way to access and interact with their work environment. Gamification is also employed to motivate and incentivize employees to carry out certain tasks, learn new skills, or adopt desired behaviors by using game elements such as points, badges, levels, and rewards. This can make work more entertaining, challenging, and rewarding. Artificial Intelligence (AI) is the utilization of machines or algorithms to perform tasks that necessitate human intelligence such as natural language processing, sentiment analysis, or recommendation systems. This can help you comprehend and predict employee behavior, preferences, and needs; providing tailored and timely solutions.

3 How to choose the right HR tools for your clients

Choosing the right HR tools for your clients depends on several factors, such as their goals, culture, budget, and industry. You need to assess their current situation, identify their gaps and opportunities, and evaluate the potential impact and return on investment of each tool. You also need to consider the compatibility, integration, and scalability of the tools with your clients' existing systems and processes. And most importantly, you need to involve your clients and their employees in the selection and implementation of the tools, to ensure their buy-in, adoption, and feedback.

4 How to use the HR tools effectively

Using the HR tools effectively requires more than just installation and data collection. To make the most of these tools, you should define clear objectives and metrics that align with your clients' vision and values. It's also important to communicate the purpose and benefits of each tool to your clients and their employees, and provide training and support as needed. Analyzing the data and insights from each tool can inform your HR consulting recommendations and actions. Additionally, you should monitor and evaluate the results of each tool, making adjustments as needed. Finally, celebrate and share the successes and learnings from each tool, recognizing and rewarding the contributions of your clients and their employees.