APRIL 2019HR TECH OUTLOOK9Workforce Management Connecting with an Engaged Workforce· In 2018, we launched a Pulse Surveytool that replaced a traditional annual employee engagement survey. While an annual survey can provide great insight, it is often times a lengthy process and the feedback can become stale quickly. ULA developed a "real time" survey and named it Rocket Fuel. Every two weeks or so we launch a new pulse question and distributein our weekly newsletter very short and simple with quick feedback to management and employees. This has been a highly effective way to ask relevant questions and the responses often provide ideas for changes and communications enhancements. Communicating the resultsand how we intend to address them, again via our internal newsletter, closes the feedback loop and reinforces our executive team's commitment to take action on the results. · In2018,ULA sent out a Benefits Preferences Survey to all employees. This survey queried employees about all of ULA's Total Rewards Programs including compensation, benefits, work-lifebalance options, etc. The data provided a snapshot of a) what is most important to people and b) how satisfied are they with our current offerings. We have begun implementing a few new programs based on this information, and we will continue to rely on this tool to consider additional changes or new offerings. With continued advancement of technology platforms, it is an ideal avenue in which to connect with employees especially, as is the case with ULA, when they reside in multiple geographic locations around the country. · At ULA, we host an on-line platform called HRConnectthat provides resources for all employees and leaders. Reference sections offer resources in every area that HR touches an employee's experience, for instancepolicies and procedures, health and wellness, performance management and life events. Employees can reach HRConnect with single sign on via our company Intranet and also access limited resources off the network. Employees can find answers to a variety of questions if they do not find what they are looking for there are avenues for them to reach out for additional assistance. We track usage (and customer satisfaction) and report on that monthly. Key to the effectiveness of this site is that the HR team who does an amazing job, all year long, to ensure that the content on the site is user friendly, updated and relevant. · This past year we rolled out an Intranetresource called theCareer Portala one-stop-shop for career planning and development resources. We invite all ULA colleagues to explore and utilize resourceson the site including online training, job openings at ULA,formats forcareer development forms, and videos of our executives' leadership journeys.Employee Appreciation takes many forms at ULA. It is important to reinforce to all team members that their work and dedication to the organization, and our customers'critical missions, is valued and appreciated. Throughout the year, we host a number of events that include: Young Minds at Work Day (our version of Take your Child to Work Day) Family Events Veteran's Day CelebrationsCompany Anniversary CelebrationsIn addition to very important, serious work, at ULA we also like to have a little bit of fun. At the end of 2018, we gave each employee a customized Rocketopoly board game to celebrate everything about ULA and the amazing space business! Technology is a critical tool in employee engagement. At ULA, we use it to check in with our employees, communicate how we will act on their feedback and amplify our efforts to reach employees across different locations and shifts. As with life outside of work, technology can connect and amaze, but it's not the only way to connect with those most important to us.
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