Don’t get me wrong, I love technology and work in the tech industry. Sometimes though, other factors are a limitation. I’ve had teams where they are up for the latest and greatest but suddenly we have 10 different systems, none of which are talking to each other. On the opposite end of the spectrum teams are in their comfort zone with spreadsheets, good ol’ reliable spreadsheets (or okay, google sheets for collaboration). Doing your research to serve your needs and a great change management plan to foster adoption is key to a great (and efficient) People tech stack.
My people tech stack has the core HR solutions like human capital management, payroll, and benefits. It also has recruiting tech and the recruitment marketing platform Cliquify, the applicant tracking system Breezy, Pymetrics for pre-employment assessment, Zoom to do interviews remotely, and Enboarder for onboarding. I also have a chatbox to help with employee questions. We have Expressive.
When it comes to the People operations tech stack, the most important thing is simplicity and efficiency. We didn’t want to rely on a million tools for separate things, so it was vital to find a few with the reliability and functionality we desired. For team interactions we use Slack; Zoom if it’s a video call. Apart from these basics, we also love using Notion - all databases, policies, employee onboarding plans, and knowledge bases are stored there, it’s our own big library. We also really enjoy having our HR processes automated - here is where the tool called Hibob comes in handy. All HR-related operations can be done in seconds there, which is a great help for HR. Our employees have access to their holiday and sick days calendar, payroll information, other employees directories, and so on. They can also book a holiday or a sick day in a matter of seconds from the mobile application, put an e-signature on a document, or give kudos to other employees to celebrate some milestones.
Good day. I'm Christine Brownstein, Chief Marketing Officer of Palaleather UK, a factory-direct leather jacket company with more than 2000 distributors internationally since 1990. I'd say best-of-breed solutions will be there for a long time. The industry has witnessed an infusion of point solutions that do one thing really well becoming widely embraced - giving the sophistication and flexibility required for scalability and excellent quality; from online assessment modules, performance, interaction, and everything else. I think that the market has also witnessed the emergence of best-of-breed solutions to handle challenges that all-in-one solutions cannot; the notion that complicated people problems and team scalability can be handled by a lethargic blanket approach is outdated for us and my company. I hope that this has been of value. Website link: https://www.palaleather.co.uk/ Kind regards, Christine CMO of Palaleather UK
I'm responsible for building and running a efficient and effective team. To do that, I rely on a variety of different technologies, which I like to think of as my "People tech stack." This includes tools like our Applicant Tracking System (ATS), which helps us manage the recruiting process, as well as our Employee Self-Service (ESS) portal, which allows employees to manage their own HR data. Additionally, we use a variety of communication and collaboration tools, such as Slack and Google Hangouts, to help team members stay connected and productive. We also use a performance management tool to help us track employee goals and progress. Together, these tools are helping us build a strong People operations team that is better able to support our employees and our business.
At its core, our People tech stack helps us more effectively build and run People operations by simplifying and automating key HR processes. By automating manual tasks and workflows, we're able to eliminate errors and inefficiencies, and free up our team to focus on more strategic initiatives. Additionally, our technology helps us to better collect and track data, which is critical for informed decision-making. Some of the key tools in our tech stack include an applicant tracking system (ATS), performance management software, and an HRIS.
We help hundreds of businesses find new People Tech platforms each year, so I can speak to which technology solutions are most common. For our <100 employee groups, they are typically expected to wear many hats, but some of the most important responsibilities will include: compliance, hiring / onboarding and running payroll. Oftentimes, companies will opt to use a Professional Employer Organization (PEO) at this early stage, since a PEO can outsource some of the compliance and payroll processing requirements for a business, while also providing enhanced benefits packages to employees. Some of the most common PEO vendors include Justworks, TriNet and Insperity. If a company decides against outsourcing and does not enter into a PEO, then they will pursue a lightweight Core HR system, such as Gusto, Rippling, BambooHR, or Namely
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The people tech stack in my company is fully integrated meaning that it consists of people who can perform diverse operations. This stack is built in this manner on purpose. The integration of people with diverse talents and ambitions having various technological capabilities has made technological operations in the company easy. This tech stack is helping us future proof future need of people to run various operations in our company.
A basic HR tech stack will always include modules for certain functions like payroll and benefits, a recruitment module, and a core HR layer that keeps track of timecards and other basic functions like vacation, sick days, and scheduling, a performance module, and engagement management. Beyond that, a people tech stack can include a component for mental health days and benefits, equity management benefits, stocks, 401 (k), and diversity management.
Our People tech stack is built around a few key platforms that help us more effectively build and run People operations. Those platforms are: 1. Our HRIS (Human Resources Information System), which helps us manage employee data and keep track of key HR metrics. 2. Our ATS (Applicant Tracking System), which helps us manage the recruitment process and keep track of candidate data. 3. Our LMS (Learning Management System), which helps us manage employee training and development programs. 4. Our employee engagement platform, which helps us measure and improve employee satisfaction and engagement. Each of these platforms is critical to our ability to effectively build and run People operations. Together, they help us manage employee data, track key HR metrics, streamline the recruitment process, manage employee training and development, and measure and improve employee engagement.
Our People tech stack includes a variety of tools and platforms that help us more effectively build and run People operations. Some of the key components of our stack include an HRIS system, a performance management platform, an employee engagement survey tool, and a talent acquisition system. Each of these tools helps us in a different way. Our HRIS system helps us manage employee data and keep track of compliance-related information. Our performance management platform helps us set goals and track progress against those goals. Our employee engagement survey tool helps us measure and understand employee satisfaction levels. And our talent acquisition system helps us identify and recruit top talent. Together, these tools and platforms help us more effectively manage our People operations and create a better experience for our employees.