On average, 24% of employees are very satisfied with their work. As many as 58% of Poles are usually satisfied with it. HR departments are working on that, supported not only by research but also by modern technologies, such as SAP SuccessFactors. What did they manage to determine? What innovative trends do they follow?

Commitment vs. boredom

Building commitment is very important. That’s why many HR specialists and team managers are looking for tools that will not only allow them to track the effects of the team’s work. They also want to mobilize its individual members to development and increased activity – says Joanna Snopek, HR Manager at Hicron. – If such mobilization fails, the manager risks losing employees. Many of them, when they lose their interest in work, start looking for challenges from the competition – adds Snopek.
The MindSpace “Employee Happiness Survey 2019” (carried out in seven countries, including Poland) confirms the words of the expert. According to it, as many as 40% of respondents who were dissatisfied with their work said that their job was boring. Another indicator confirms this fact even more: the sense of doing a given job accompanies as many as 75% of very satisfied respondents. So if an employee doesn’t see the point in carrying out his tasks or gets bored while fulfilling his duties, he will most likely not be satisfied with his situation in the company and may want to change it. How to prevent it?

Change is to unfold

The 38th edition of the “Labor Market Monitor” report carried out by the Randstad Research Institute shows that the highest rotation in positions is seen in the case of engineers, cashiers, and salespeople. 34% of people working in these professions changed jobs in the six months preceding the survey. The smallest changes occur in specialist positions, where the indicator remains at the level of 12%. The research shows that the main motivation to change jobs was the desire for professional development. It concerned over half of the Poles (53%) who made such a decision. A higher salary at the new employer was indicated by less, 48% of respondents.
Such statistics mean that modern companies put more and more emphasis on until recently insufficiently appreciated, so-called “soft HR”. Unlike people dealing with HR, payroll, and administrative matters – hard HR, soft HR specialists work on motivation, development and training, talent management, and quality of work.

Hard evidence for the effectiveness of soft HR

The colloquial names for these two intermingling planes can be misleading. Soft HR, although focused on listening to the needs and capabilities of employees, already has specific verification criteria. An example of a solution supporting the challenges of soft HR is SAP SuccessFactors, a complete set of tools for managing human capital in an organization. The modules of this solution include, among others: employee appraisal, payment management, succession and development, training, recruitment, onboarding, analytics, and reporting.
Paulina Kopcińska, SAP HCM / SF Consultant from Hicron, quotes exemplary functionalities of the solution that allow you to keep valuable employees for longer: – SuccessFactors focuses on a modern approach in communication with employees and the reduction of paper documents. Besides, it allows you to diagnose positions for which we do not have substitutes and prepare for it, by raising the missing qualifications of potential substitutes or by awarding bonuses or promotion of people with good prospects.

Modern HR tools allow you to create interesting and attractive jobs, and at the same time translate not only into employee satisfaction but also into the financial benefits of the company. They allow catching competency gaps and train employees within the organization without the need to take on new and invest in the implementation of new employees. It seems IT figured out a way to build a strong, stable team.


Article published first in Gazeta Finansowa.