Reinventing the Employee Experience & HR Transformation
Organizations have always valued their employees as important assets. Yet, today the talent comes at a higher cost than normal, so there is a need to focus the attract, manage and retainment process in order to influence recruitment strategy. Moreover, the employee experience holds a major portion of employee development within the organization. Whether your team is lured towards the strategy, process transformation, or implementing new technology, therefore revisioning and building efficient employee experience is key to drive sustainable business performance.
Secondly, organizations worldwide are more focused on talent acquisition. Today, multiple fields that include IT, finance, line of business, and even human resources are consistently researching for analytical, and innovation-driven minds who can drive data-driven decisions. At a market sector, various industries are striving to attract talent from the same pool that has made the employee experience a competitive differentiator worldwide. HR needs to reinvent the employee experience as the next generation of employees will not be motivated by the old strategies and ideas. We have been observing since the last decade, social media, mobility, consumerization, and technological advancements revolutionized the path through which the next generation sees the world. Also, it has provided them with different ideas and expectations.
Companies that understand and value the user experience are always preferred and valued by employees. Moreover, organizations put major efforts on transforming the customer experience, offering innovative client-facing front ends and integrating the various touchpoints for customer convenience. In order to stand out in the competitor community for talent acquisition companies should take these customer experience practices to transform the employee experience. To do this, organizations must start with a new vision for transforming HR services.
Meanwhile, the future of work within the organization is being fashioned by remarkable changes in technology, globalization and powerful flow of information. Employees, especially millennials, are asking for something innovated and different. They are not motivated by the boss culture therefore they simply want a coach, not a boss. They want clear and bright expectations, accountability, a strong purpose. Furthermore, ongoing feedback and coaching culture would influence and motivate employees. With that effective outlook and using the principles like design abstraction, HR can use the data harvested from employees just as scrum teams do for clients- and help rebuild or reconsidering the critical pathways on the employee experience.
Transform HR for an AI-driven Future
Transformation is not easily achieved. But with the transformation in talent and HR, it is very challenging as it impacts the whole company. Thus, it needs to include all stakeholders and achieve it with strong sponsorship from the uppermost management.
Technology innovation can assist the company in this strategy. There is a negligible factor that innovating the current HR systems with extra features is not the transformation that organizations need. Real HR transformation requires beginning by reconsidering the core HR systems and employee data. Having true vision and processes assist the organizations to decide what development and innovation matters to their organizations.
HR should become deeply involved in the selection of technology and implementation. With its expertise in learning and data-rich resources, HR is well-positioned to identify lapses in productivity, identify tech that could make teams and individuals more agile and more collaborative.
Why don’t the organizations and enterprises prepare for an AI-driven future when there is a huge need for this to influence your business. Using chatbots, getting the benefits of machine learning, and minimizing labor-intensive management with robotic process automation can help streamline the HR practices in order to manage their data in a better way, have AI-ready processes and people ready to perform multiple HR tasks in modern ways. This is an advanced order for any of the organizations looking to build the right roadmap.