The ever expanding CRM giant has announced Salesforce for HR, a new set of tools and customizable apps designed to bring employees a comprehensive and enjoyable HR experience.
Dubbed by the company as “The Employee Success Platform” and mostly adapted from existing Salesforce products, the new HR platform is built on its cloud, social, mobile and data science tools. Furthermore, Salesforce intends to make the implementation of these tools custom to a certain degree- allowing companies to build their own mobile apps on the Salesforce platform and connect bits and pieces to HR systems of record.
The new tools include Employee journeys, designed to offer one-to-one engagement from onboarding to development via multiple devices, employee communities for collaboration, a HR help desk that uses the Service Cloud platform for self service, and analytics for talent decisions and productivity metrics.
“What we are doing is taking the best of our technologies and allowing customers to turn them inward and deliver the same type of success to their employees ” said Bobby Amezaga, director of product marketing at Salesforce, in an interview with TechCrunch. “Employees want to be treated like customers not subordinates. If employees aren’t engaged they’ll leave”.
Interesting move indeed, but many companies out there have already invested in HR tools (Workday comes to mind as an example), and are using them on boarding and analytics applications. Why should they invest in Salesforce for HR when they already have half its features on current HR systems?
The way this would theoretically work is that tools from the likes of Workday would focus on records, financials and retention risk while Salesforce would be an engagement tool so employees could communicate, collaborate and connect. We should also keep in mind that the current features are only version 1.0 of the platform, and Salesforce typically throws something out there, then very soon begins building more functionality on top of that. For now, it’s taken advantage of its existing tools that thus far has been reserved for sales and marketing, and repackaged them for managing employees.
Citing the statistics of one in four new employees leaving after a year if they aren’t satisfied with internal systems, Salesforce claims that disaffection also translates into real money, as it costs 2x an employee’s salary to find and train a replacement. Salesforce was also quick to point that the announcement is not a reaction to market forces, but to customer requests for tools that offer Salesforce functionality to track and communicate with employees instead of customers. “It really started with conversations we’ve had with customers over the past couple of years,” Amezaga said. “Happy customers are great, but they want happy engaged employees too.”