Bringing a breakout performance results among the employees is the main objective of HR leaders since day one. HR leaders must ensure employees get the appropriate support in their organization to tackle emotions, stay current with the trends, perform better, get promoted, and step up in their career ladder.
In this lane, adoption of current tech trends, focus on scenario planning, and essential operational responses ensure employee engagement and business continuity as well. Most of the businesses and HR departments have realized the strategic importance of implementing technology in their operations.
Let us understand the technology trends and HR practices that will bring HR transformation,aid in employee experience and thereby organizational growth.
Bringing HR transformation with technology
According to 2019 Deloitte Global Human Capital Trends Report, the intensifying economic, social, and political disruptions are making the organizations to put humans at the center of their business strategies.
Strengthening the report, the 2020 report furthers the statement that leading the social enterprise is the top agenda for many CEOs and business leaders. With the speed at which technology is being ingrained in the organization, it is necessary to position the organization to pivot at the same pace.
Likewise, according to Mercer’s Global Talent Trends Study, to balance economics and empathy, the trends like working together to ensure people thrive, transforming the workforce, augmenting AI in HR, inspiring and invigorating people will enable the organizations to stay ahead in 2020 and beyond.
According to a study, 57% of organizations are using human resource technology (HR technology) as the backbone of their performance management systems.
Let’s understand some of the HR tech trends here.
Sourcing and managing of data:
Sourcing and managing data are one of the core functions for which HR tech is essential. Technology tools like Artificial Intelligence have expedited, streamlined, and automated the process. AI in HR can be used for the following purposes.
- AI system delivers online and offline training recommendations depending on the employees’ preferences and performance
- AI reconfirms the approval of employee benefits one is titled for
- AI manage leaves and initiates retirement, resolve related queries as per embedded algorithms
- AI source candidates, screen resumes, detect anomalies, and sit through the resume bundles with accuracy and no bias.
- AI detects patterns of slow withdrawal of employees from the business process and employee attrition rates.
With AI assistance, HR leaders can look for data points like performance reviews, employee exit metrics, absenteeism, experience, skills, and desired qualifications.
Machine learning helps HR professionals to draw conclusions from a myriad of data. With Machine Learning, HR can get engaged in staffing, engaging employees, finding training benefits, retaining employees, and so forth.
Though blockchain is in its nascent stage in hr tech, it is gaining prominence in recruitment and data protection. The HR team can explore blockchain technology to fulfil objectives like data privacy and security, resume verification, financial management, and, protection of business intellectual properties.
Moving forward, let us see how best HR practices can strengthen the effort toward the best employee experience.
Bringing HR transformation with employee-friendly practices
Gartner’s analysis suggests that employees understanding of any decisions taken by the management and their implications are critical while initiating a change in the organization. HR managers must deliver a two-way communication strategy with their employees and improve engagement.
It is necessary to maintain a strong connection between individual performance and business goals to boost employees’ confidence. They should provide a clear understanding regarding the organizational success and employees’ work by translating the organization’s goals into employees’ work.
Let’s understand how the HR team can support their employees by embracing and acting upon their concerns.
Sensing employees’ needs
HR leaders must recognize employees’ distress either through conversations or observation. They must provide guidance on alternative work models, job security and prospects, staffing, and relieve workplace tension. HR teams must provide employees with the information and perspective they seek, allow them to express and process negative emotions, provide discussion guides, and improve the management of their emotions.
Empowering employees to do their jobs
Empowering employees enable them to overcome minor roadblocks. It includes giving the authority to make decisions, delegate necessary jobs, take ownership, decide deadlines, and many more. they should be given hold without micromanagement and allow them to find solutions to problems.
Resolving business challenges with a multi-disciplinary team
HR leaders must encourage teamwork to define and resolve business challenges. HRs must harness the power of the team and prepare them to be agile, collaborative, connected, and inclusive. They should develop leaders who are proficient, versatile, embrace vulnerability, and create an environment of creativity.
Improving employees’ morale
Employees who can understand their role in the company’s growth succeed and are determined to do their best. However, they would perform better when they are satisfied with the job. It is the whole responsibility of the HR personnel to review and provide an ultimate work environment, benefits, and packages, appreciable salary and understand the vision of an employee.
The key takeaway
As a parting note, HR leaders or the CHROs must identify the toxic culture, in case, it’s developing. People will not be honest anymore, unfortunately bullying starts, and there will be a fueling of egos around. You may start losing high performers.
High performers do not lose anything. They leave the company and move on to try another company. They have the confidence that if they can perform well in a toxic environment, it is easy to perform at ‘culture first company’. They are smart enough to realize their strengths and leave at the right time as they have nothing to lose.
When people become the focus, the technology automatically follows. Employees must feel heard, included, and represented to see things falling in the right place.
It is essential to trust your employees, earn their respect, be compassionate to employees’ emotions and circumstances, encourage development opportunities, respect the way employees wish to get their task done, encourage decision-making, and let employees be themselves. When there is less hierarchy, the employee feels included and accountable, it leads to a thriving and collaborative culture.