Learn how to build more effective teams with better HR strategies in three simple steps.

1. Is your HR
out of date?
3 ways that modern companies manage
HR that you should adopt (and how)

2. HR is dead.
(Or so they say.)

3. What they really mean is that
the old way of doing HR is over.

4. Today’s HR isn’t just about processing
payroll or filing compliance reports.

5. Today, HR is fast becoming the team
responsible for critical people strategies.

6. HR handles the strategies that get great
people in the door and keep them there, like:
In other words
diversity • training and development • employee engagement and
culture • benefits • compensation models • mobility

7. With the right knowledge and tools,
companies can make the leap from
administrative to strategic work.

8. Here are 3 ways to
update your HR today
So let's get started...

9. Build a culture mindset.
1

10. For business leaders in 2015, one strategic
HR topic on the list drives all of the others.
1. Diversity
2. Training and development
3. Culture and engagement
4. Benefits
5. Compensation models
6. Mobility
Can you guess which one?
1 . B U I L D A C U LT U R E M I N D S E T

11. Culture and engagement
are more important to business leaders
than raising money and losing customers.
Deloitte, Global Human Capital Trends, 2015
First Round Capital, State of Startups, 2015
1 . B U I L D A C U LT U R E M I N D S E T

12. Surprising?
1 . B U I L D A C U LT U R E M I N D S E T

13. Employee disengagement costs American
companies $450 billion to $550 billion every
year in lost customers and productivity.
Gallup, State of the American Workplace, 2015
1 . B U I L D A C U LT U R E M I N D S E T
$550billion
Employee Disengagement

14. But most companies don’t
have a strategy in place.
Deloitte, Global Human Capital Trends 2015
Updated in the past 18 months
Status of retention and engagement strategy
28%
38%
16%
18%
Currently updating
Outdated
No strategy
1 . B U I L D A C U LT U R E M I N D S E T

15. How do you build a strong culture?
1 . B U I L D A C U LT U R E M I N D S E T

16. Know that culture is
by design
not by accident.
1 . B U I L D A C U LT U R E M I N D S E T

17. K AT I E B U R K E , V P O F C U LT U R E @ H U B S P OT
“I obsess over our employee experience day in and
day out, and over how we invest, differentiate, and
keep great people who we attract to our brand.”
1 . B U I L D A C U LT U R E M I N D S E T

18. Culture is about building a
workplace where employees
can do their best work.
1 . B U I L D A C U LT U R E M I N D S E T

19. The Path to A Killer Culture
1 . B U I L D A C U LT U R E M I N D S E T
Truly
understand its
importance.
Go beyond values
& craft an inspiring
vision.
Codify it on
paper and
reinforce it.
Create culture
goals tied to
metrics.
Live and
breathe it
every day.
Appoint leaders
for cultural
initiatives.
654321

20. Measure something meaningful.
2

21. With heightened strategic responsibilities
come new ways of measuring success.
2 . M E AS U R E S O M E T H I N G M E A N I N G F U L

22. You can’t just say…
2 . M E AS U R E S O M E T H I N G M E A N I N G F U L
“Okay. We’re doing culture (or diversity, or
training, or competitive benefits) now.”

23. 75%
of HR teams think that analytics are
important to their organization, but
they’re having trouble getting started.
Deloitte University Press, 2015
2 . M E AS U R E S O M E T H I N G M E A N I N G F U L

24. Here’s how to get started.
2 . M E AS U R E S O M E T H I N G M E A N I N G F U L

25. 2 . M E AS U R E S O M E T H I N G M E A N I N G F U L
1. Document your strategic goals.
Foster culture. Increase team diversity.

26. 2 . M E AS U R E S O M E T H I N G M E A N I N G F U L
1. Document your strategic goals.
2. Tie them to metrics.
Foster culture. Increase team diversity.
Improve productivity by x. Lower turnover by y.

27. 1. Document your strategic goals.
2. Tie them to metrics.
3. Describe their greater business impact.
Foster culture. Increase team diversity.
Improve productivity by x. Lower turnover by y.
Improved productivity. Lower turnover.
2 . M E AS U R E S O M E T H I N G M E A N I N G F U L

28. Like this.
GOAL METRIC (HR) IMPACT
Develop stronger managers % managers trained
Boost company-wide
efficiency
2 . M E AS U R E S O M E T H I N G M E A N I N G F U L

29. Still not sure about what to measure?
For culture, for example, consider:
Boost employee
retention by %
Attract x number of
candidates next quarter
Improve employee
happiness by set survey %
2 . M E AS U R E S O M E T H I N G M E A N I N G F U L

30. Use connected HR systems.
3

31. HR cannot be truly strategic without
removing administrative work.
3 . U S E C O N N E C T E D H R SYS T E M S

32. Otherwise, it’s a constant game of catch-up. Create culture and
engagement strategies. Choose benefits plans. Answer employee
insurance questions. Change employee’s deductions. Process
onboarding paperwork for new employees. Remove old employee
from payroll. Establish key people KPIs. Design engagement
initiatives. Complete compensation benchmarking analysis.
Send and analyze employee engagement surveys. Think about
perks and office environment. Set hiring targets and processes.
Interview candidates and set up open reqs on website. Answer
legal questions. File year-end paperwork. Move employees cross-
country. Set up new tools for handling employee mobility. Check in
with different vendors. Set HR budget. Create dashboard to measure
initiatives’ impact. Run payroll. Think up a new onboarding and
training program for employees and managers. Rinse and repeat.
3 . U S E C O N N E C T E D H R SYS T E M S

33. 3 . U S E C O N N E C T E D H R SYS T E M S
DAW N N OT T, D I R E C TO R O F H R @ Z E N E F I T S
“With technology and automation, we can reshape our
roles in HR into something more creative and meaningful.
Less administrative work means more focus on the high
impact (and fun) parts of HR.”

34. Most HR tasks draw on the same data.
3 . U S E C O N N E C T E D H R SYS T E M S
But it doesn’t need to be so hard.

35. 3 . U S E C O N N E C T E D H R SYS T E M S
Take, for example,
a few tasks it
might take to run
payroll for a team.
Add new employee
Change bank info
Update commuter benefits
Add bonus
Change insurance deductions
Change employee status
Input hours worked
Remove terminated employee
To-Do List

36. 3 . U S E C O N N E C T E D H R SYS T E M S
You’ll need to
update this
information in
every system...
Add new employee
(in HRIS)
Change bank info
(in HRIS)
Update commuter benefits
(in Benefits)
Add bonus
(in Performance)
Change insurance deductions
(in Benefits)
Change employee status
(in HRIS)
Input hours worked
(in Time Attendance)
Remove terminated employee
(in HRIS)
To-Do List

37. 3 . U S E C O N N E C T E D H R SYS T E M S
...And then again
in your payroll
system.
Add new employee
(in HRIS + Payroll)
Change bank info
(in HRIS + Payroll)
Update commuter benefits
(in Benefits + Payroll)
Add bonus
(in Performance + Payroll)
Change insurance deductions
(in Benefits + Payroll)
Change employee status
(in HRIS + Payroll)
Input hours worked
(in Time Attendance + Payroll)
Remove terminated employee
(in HRIS + Payroll)
To-Do List

38. 3 . U S E C O N N E C T E D H R SYS T E M S
Which can take
hours with
disconnected
systems.
+45 min
+15 min
+25 min
+60 min
+70 min
+50 min
+120 min
+45 min
Add new employee
(in HRIS + Payroll)
Change bank info
(in HRIS + Payroll)
Update commuter benefits
(in Benefits + Payroll)
Add bonus
(in Performance + Payroll)
Change insurance deductions
(in Benefits + Payroll)
Change employee status
(in HRIS + Payroll)
Input hours worked
(in Time Attendance + Payroll)
Remove terminated employee
(in HRIS + Payroll)
To-Do List

39. To-Do List
3 . U S E C O N N E C T E D H R SYS T E M S
But only minutes
with connected
systems.
Make updates once
Run payroll

40. 3 . U S E C O N N E C T E D H R SYS T E M S
To truly give you back time to
elevate your HR game, your
system must do two things:

41. 1. Connect everything in one place.
Benefits, payroll, time and attendance, performance
management, analytics, employee records, compliance.
3 . U S E C O N N E C T E D H R SYS T E M S

42. S T E V E B O E S E , H R T E C H N O LO GY C O N F E R E N C E C O - C H A I R
“Most companies possess numerous systems for HR.
With growth, the challenge to keep data in sync
across systems and accurate becomes daunting.”
3 . U S E C O N N E C T E D H R SYS T E M S

43. 3 . U S E C O N N E C T E D H R SYS T E M S
2. Automate everything.
Your system shouldn't just eliminate the paperwork, it
should eliminate the work itself, so you can focus on
the more important stuff.

44. J O S H B E R S I N , P R I N C I PA L A N D F O U N D E R , B E R S I N BY D E LO I T T E
“There’s been a total shift in the purpose of HR
software. Perhaps 30 years ago, HR systems ran on
mainframes and were primarily used by HR managers.
Now they’re all self-service.”
3 . U S E C O N N E C T E D H R SYS T E M S

45. Opportunity is knocking.
Get down to it.

46. Want to learn more?
Choose the best system for your
company with our free eBook.
Because a modern HR strategy
needs future-proof tools.
DOWNLOAD THE EBOOK

47. All of your HR, in one place.
Connected and automated.
W W W . Z E N E F I T S . C O M