Talent Transformation Archives - PeopleWorks

What Employees Want from HR Tech

Prashanth Kumar — Thu, 11 Jan 2018 06:17:00 +0000

One of the key business challenges that Indian organizations are increasingly waking up to is the importance of managing a multigenerational workforce. So why this particularly challenging for Indian companies; because while most of the other world is greying, India is getting younger. By 2020, the average Indian will be 29 years old compared to 37 in China& US and 45 in Western Europe. These vast numbers of individuals entering the workforce have very different mindset thanks to the changes India has witnessed over the last 20 years. The generation gap is accentuated in India as it leapfrogged many technology advancements like social media, mobile & the internet.

According to a Deloitte and CII study the evolving preferences of current generation in India, pose perplexing challenges for organizations looking to attract, engage and retain talent. If organizations do not address the issue arising out of multigenerational workforce, it can result in lower engagement, loss in productivity and higher attrition.

In this context it would be important for companies to understand the expectations employees are likely to have from organizational systems especially the ones used in HR as they interface with almost all employees in an organization.

The User Experience

Based on their experience with internet technologies, employees are increasingly looking for the same intuitiveness in enterprise applications. The technology solution needs to understand who they are, where they are, and what they are doing at the moment, to be able to offer them contextual support.

Thus the HR systems have to be designed keeping in mind the needs of the various type of employees who are likely to interact with the system. As per Sierra Cedar HR Systems Survey 2017-18, organizations with an equally spread workforce adopt more technologies across each category than either the organizations with an older workforce mix of those with younger workforce mix. So while the generational mix will have an impact on the technology adoption the other big factor is user experience. That’s the reason 3 out of 4 executives¹ believe UX and human centred design matters to their business and 40% of large enterprises say designing a better user experience for employee facing apps is a priority.

The connected view

With an average of 62 integration touch points between HR and non HR systems in most enterprise grade organizations, the challenge of presenting a unified view of multiple applications to the end user is an important one. If organizations continue to look at HR technology solutions in silos, they are unlikely to provide a unified and connected view to the employee, which in turn impacts the overall user experience. The varying degrees of user experiences in multiple applications is likely to impact user adoption & employees want to increasingly interact with unified systems that actually help them solve problems and save them time thus making them productive and efficient.

Simplification

As businesses and the processes to run businesses get complex it is causing more and more employee burn out. More than 75% of employees say their work environment is complex while 7 out of 10 organizations admit an urgent need to simplify work².
One of the simplest things an HR technology solution can do is to simplify the tasks. Employees expect the tool to break complex work tasks into simple steps that can be completed easily and quickly. This will help them in completing their work effectively and increase their productivity.

Personalization

In complex business environments, individuals are expected to make sound, data-driven decisions quickly. Yet 36 percent of employees and 15 percent of managers³ say they hardly ever know what is going on in their organizations. As data overload makes it increasingly difficult to track key information, 9 out of 10 companies are struggling to get data insights quickly enough.

Monitoring data is a waste of employees’ time. In fact, information searches can take up to 25 percent of an employee’s working hours. They need a way to surface important information, system updates, or tasks that require action, and proactively alert them with the right information when they need it. Similar to how Facebook alerts users to important activity, such as being tagged in a photo or status update, workers crave the same consumer-like experience to help them filter through the deluge of data and alleviate the grunt work of pulling information manually.

Mobility

Traditionally, HR processes and services were designed to be delivered during office hours and mainly via computer. With the current proliferation of smartphones and easy availability of internet on the go, employees expect to be able to complete tasks while on the go.
Putting HR information available via mobile would increase the probability of that information being used. It would also ensure that HR is free from certain clerical tasks by making them available in self-service mode via mobile directly to the employee. Employees need their work to follow them seamlessly as they move from device to device and platform to platform. The HR technology solution must be available across multiple devices and create the same engaging user experience.

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Enabling Talent Transformation

Prashanth Kumar — Thu, 13 Nov 2014 11:45:27 +0000

Employee Confidence Reflects Engaged Talent

We are living in a world which is undergoing immense transformation every second. Mostly, technology is providing ease and speed to make choices for consumers, be it B2B or B2C. Smartphone technology and apps like Instagram and Vine are making personal expression fluid, and almost instantly, users feel transformed into celebrities in their own social circle. This personalization is giving wings to people’s confidence and providing them with a distinct individuality which can be instantly shared on global platforms. Flipkart & Amazon have changed human lifestyle and consumerism in a BIG way. This power of purchase is morphing the expectations workforce have from their employers. This is a metamorphosis that requires a new force of strategy for talent retention.

Employees Want It All http://goo.gl/3MsHsz

Talent Management Software is taking the workplace and HR strategies by storm. The reason is simple. Companies have begun to realize and recognize employees as their only appreciating assets. CxOs are weighing investment decisions in their employees and relying on measuring ROI on human capital. This investment and its returns have no business being random; hence predictive analysis is becoming a mantra enterprises are fast adopting. Human resources data is becoming a valuable form of human capital investment. Process efficiency and cost reductions are increasing in demand making it imperative to keep attrition in check.

CxOs are also under pressure for adopting newer technology and adapting to an agile, growing market that demands swift precision. Cloud technology, digital intelligence, big data, social, wearables and mobility are leading the world towards a new era, that of IoT (Internet of Things). The 6^th Annual Digital IQ survey 2014 by PwC suggests that companies that adopt the 5 IQ digital behaviours are more likely to be top performers in revenue growth, profitability and innovation.

Not only do companies need to transcend to digital practices, but they also must keep their data secure. There is an immediacy to analyze and create actionable results on their employee data. To top this, CxOs must keep innovation as top priority in order to face disruptive market challenges and competition. Essentially, human capital has come to be an extremely valuable resource that needs to thrive with best possible practices, so a CEO can optimize and leverage human potential for an uninterrupted business growth.

The onus definitely lies on the HR team to understand core objectives of employee lifecycle management of their workforce for better hiring and transforming current talent in their organization. The 2014 Global Assessment Trends Report by CEB identifies that an increasing number of HR professionals believe it is critical to integrate data on competencies and skills into talent management systems (75%, up from 65% in 2013).

An organization existing without an automated data management engine will be insufficiently equipped to survive the complexities, accuracy & fast pace of change. Without the right tools to facilitate and nurture talent, employees will be,

Disconnected with work goals and business objectives
Be ill informed regarding their performance and appraisals
Feel demoralized without transparency in rewards and recognition
Working as silos even as individual employees
Find little time for strategic thinking and innovation
Not feel a part of the technologically advanced and driven workforce, to name a few.

While small and mid-sized companies are experiencing sporadic growth and change, it is likely they may overlook the needs and nurturing of their employees. Talent hiring and retention decisions can be made ad hoc, hence skipping vital talent focus. Here HR can turn over a new leaf by going strategic. In-house talent can to be nurtured, and incoming talent can be hired and placed with precision. High growth companies will mature once they can map their talent and align it with the organization’s vision for business transformation. A must in this case is an end-to-end human capital management solution, that provides talent and assessment metrics, along with a precise and accurate employee data bank.

PeopleWorks has been supporting their clients with people management and talent transformation. PeopleWorks has stepped up performance and efficiency levels for their clients by 43%. Our clients have experienced lower attrition, and a transformation that started with HR teams, has permeated to talent and business support in the organization. Human Resources is no longer relegated to admin cubicles, but has become a strategic and omnipresent arm for their C Suite leaders. And PeopleWorks has successfully brought in the anytime, anywhere concept of working, so teams no longer work as silos, but as partners. This lifts up employee morale, and hence workforce is recognized and believes itself to be “talent”, and not mere employees. This is a huge shift for any business as they transform themselves.

PeopleWorks is a unique and scalable solution that automates human capital data, so that efficiency is higher and processes are smoother. And the buck doesn’t stop there. With 80+ reports that are generated at a single click, CxOs and team leads can get their employee data anytime, anywhere for predictive analysis on their human capital intelligence.

The PeopleWorks solution includes smart and self serviced data entry for employees, including their Attendance, Leave and Travel & Expenses uploads from any location through their UI friendly portal. As the application is cloud based, our clients’ data is secure and easily accessible as per requisite access. To harness the best from talent, and anticipate their training needs, PeopleWorks has developed Competence Assessment and Performance Management System modules. They help generate critical information on talent career support and training. IdeaWorks is another module encouraging talent to upload individual ideas in a transparent manner, so it gets fair encouragement across the management and business excellence groups.
PeopleWorks accelerates organizational growth by enabling strategic talent transformation. This HCM solution has multiple benefits and more interesting aspects to just mundane data management. Find out more here. To request a demo, click here.

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