Abstract/ Executive Summary
Today the world is moving towards digital transformation. Human resources are facing great pressure in finding the right candidate to block their talent pools. Human Capital management is striving firm to bring change in workforce competency in accordance with the industry trend. In addition to transition, HR professionals face challenges in the rapidly changing technology-based business requirements. Multinational organizations planned to strengthen their talent skill pool only by focusing on the current employees. In the world of trillions of people, identifying the right employee, training and retaining them has become an arduous job.
The only key solution for organization’s High performance is effective employee engagement, performance management, and HR. A wide-ranging integrated HCM human resources solution should be cost-effective, easy-to-use, efficient Business Intelligence & meet business needs and it’s just a step away. This white paper highlights the reputation of HCM Service in Evry, technology adoption by customers, and the need for organizations to augment digital experience and operational excellence.
Introduction
Many organizations are investing the great effort to discourse human resource development challenges, an existing discrepancy between the skills and technical knowledge. Technology is a driver for changes that connects the employees internally and externally about more opportunities. As technology enables organizations to expand into new countries, it’s also expected to connect with the global workforce.
Common reason for replacing existing HCM Systems is to create better HR experience for employees. Below are the parameters approaching together to form major transformation in the talent landscape:
1. Demographic upheavals have made rapid career progression and freedom to express views.
2. Digital technology is now everywhere. Technologies are changing the way companies design, manufacture and deliver every product and service. Digital disruption and social networking have changed organization’s way of hiring and managing people. Innovative companies are figuring out to simplify and improve work experience with a new approach called “digital HR”.
3. Business Approach change – Drives technology forward and increase the pace of change in business which necessitating organizations to be agiler.
4. A new societal pact is emerging between companies and employees, driving key deviations in the employer-employee association.
Greater global competition and innovative corporate challenges were faced by organizations end up by making directional changes more often and swiftly than ever before. Today’s Human resources are expected to realize these repetitively varying needs and answer swiftly with strategic management and tactics. Corporate leaders turn a more focused eye toward adapting their organization’s design to compete successfully in this extremely challenging business atmosphere and competitive talent market.
Navigate to Digital Age HCM
Technology is evolving at an unpredictable rate. Right from Digital Transformation, Cloud, Artificial Intelligence, Social Networking, Mobile & Tablet platform organizations has transfigured our lives, work atmosphere and pace is fast-tracking. This results in the much depression in employees and organizations. Organizations should focus seriously on New-fangled career approaches, Talent mobility, digital business, organizational ecosystems, working skills, and networks to streamline employee and organization reinvention.
Technological revolution for human capital management promising in job opportunities has become more crystal clear and refining the match of expert workers with industry needs. This is just a beginning to be realized as many firms use digital, common tools and platforms to integrate and enhance their recruitment, employee engagement, development and withholding efforts.
Experts in the fortune 500 organizations have come up with the critical data within their own organizations clearly measures the HCM process on ROI. An Effective Human Capital Management must progress the Employee needs by conducting customized training programs, employee engagement, career development and to improve the skills and Knowledge. This improvement will bring out a tremendous change in the alignment of employee and the organizational strategy. Organizations with hassle free and kind for employees accomplish good employee performance, greater productivity, market value and business metrics.
Many organizations are now transforming to digital work platforms. Global work markets will draw in more workers which initiate & enhances human resources processes and efficiencies. Firms that weren’t inborn digital must develop rapidly to compete with the organizations that are moving forward.
Redesigned & strong Recruitment/Onboarding platform
Automation and Digital have become the top of mind in the industry. Automation will increase the growth and speed of the candidates screening, Reduce human favoritism. With the Arrival of Digital HR, the recruitment process is going to be easy which comprise of Analytical tools, modern technologies and tools and Design thinking. Recruitment has become digital which gives digital experience to candidates as they expect ease and Mobile contact.
Market outside has become more competitive and complicated to find the right talented candidates and retain them. Thus, many organizations have opted for the Digital HR to minimize time and use the time effectively to hire and manage the talented resources effectively. HR leaders are being pushed to take on a larger role in helping to drive the organization to “be digital,” not just “do digital.” As management practices, have become digital and agile, organizations on track started to focus on the design change and business thinking.
Artificial Intelligence is disrupting all organizations right from medicine till software and now it’s time for AI to disrupt HR. Artificial intelligence will truly automate portions of the recruitment workflow, especially high-volume tasks. Next, to Artificial Intelligence, Mobile integration with the technologies like voice recognition will improve the user experience and it will improve the recruitment more than ever.
By introducing fresh insight and expertise, we help you navigate new opportunities in the digital focus areas. As part of the digital focus, we have ideated and come up with potential digital opportunities for our business.
At the recruiter’s point of view, it consumes much time for higher recruitment, screen & analyzes the resumes from different sources. Identifying the right resume from the huge untapped resumes is a huge process for HR. Match and score resume on demand is a new approach implemented here.
• Based on the job description semantic analysis is conducted to auto screen the candidate resumes which is an automated analysis of entire resume data and recommend the matches with open positions to quickly spot the best fit for a job offer.
• Build a unique pool of resumes powered with smart searches.
• Profile Gap Analyzer: find the reason why skills and matches are missing, shortlist the profile that matches as per expectation.
• In this fast running world, scheduling and conducting face to face interviews for candidates is a challenging piece.
• Change in interview modes: Telephonic / Social networking video calls (Skype, Google Duo, imo)
The outcome and impact of this approach will be
• Reduce recruitment costs with quick/automated candidate’s detection within your database rather than via job advertisements,
• Competitive edge with profile gap analysis and
• Increase in recruiter productivity, Accessible, Flexible, and Scalable
We must stand out in an increasingly competitive career market. Proper use of the extensive Influence key factors businesses should consider as part of their employee acquisition and retention strategies and deliver the unique and credible market intelligence. Ability to engage with candidates in two-way conversations is critical for better conversion rate and pre- screening. Guiding the candidates through the application process in an interactive way has become a challenge. Introducing Virtual Recruitment Assistant – Chatbot based virtual assistant which will help our candidates engage without hurdles.
• The virtual assistant backed with artificial intelligence and natural language processing verifies qualifications, bot scores applicants, per how likely will they match the job opening and answer questions about company culture, policy, and benefits.
• Provides expert guidance to candidates through the application process and Supports the multiple channels like Facebook, skype and more
Careers & learning – ahead of the curve
Learning career in all organizations has shaken now because the skills life is falling rapidly. Now it’s time for all organizations to rethink and explore an approach to manage careers and provide better learning to associates. Companies have started to upgrade the strategy followed from the traditional way to Learn & development (L&D) or Role development (RD) to achieve growth.
Careers and Learning have become critical business priority where companies must renovate their employee’s traditional learning and capitalize more time and economy on come forth digital trend in this scope. Companies should prioritize on digital transformation, while focusing equally on peer learning. Coaching and mentoring initiatives will also go a long way in helping employees grow and make use of their potential.
Since the companies are running fast in building the organizations of digital future, learning has become critical for business success. Though many organizations were in the early stage of the transformation of the digital learning, many companies have already implemented and started following it. Technology is changing rapidly and improvement in learning technology is a need. A wide range of new learning technologies like mobile learning, E-learning, video learning, the virtual classroom has already replaced the traditional learning management system.
The concept of this new change of pace in learning & career is associates can decide the learnings based on their individual role career goals and team needs. When compared to the careers of 10 years and now, there is a mass change where even the learned skill has only half- life to survive. Earlier we learn to skill up in career but our existing trend has proven that career is an expedition of learning.
Disruptive variations are faced by the organizations which are focusing on the digital world. New technologies are introduced every day in the market, so every Employee right from software engineers must redevelop their knowledge and skills in technology every day.
HR team is investing time to find the fastest – rising segment in learning. They have come up with the solution to adopt employee learning systems. Organizations have started to follow the concept of “Buy and use” rather than “Build and Use”. This in turn organizations made serious decisions in replacing the learning infrastructure and buy new tools for learning technology stack from the market which provides video learning, curated content, mobile learning and micro learning. People become more self-motivated in their careers, so it’s now organization’s responsibility to be a part of employee experience, bringing up new learning solutions that would reinvent and inspire people and contribute them to learn & develop skills.
Advanced learning benefits both the employees and organization to advance in their careers and offers a wide range of opportunities and learn new technologies. Exams / Online evaluation on the domain /technology/ platform chosen in the goal for their career improvement. Managers/the immediate supervisor can add the learning which is essential for them to take it up and Excel. Once a goal is defined for an employee, the learning metrics should be tracked in order uphill the employee with new technologies as per team and individual needs. Unlike other fields, organizations help employees to drive what to be done, allow associates to continually learn and keep learning.
Employee engagement
Employee engagement is nothing but the consequence of the employee’s work experience. Many organizations still struggle to create suitable workplace engagement, though they are aware of high employee engagement connects with heightened productivity. Company culture has become another important factor for all employees which involves work ethics, mission, organization expectations.
Organizations started to focus on the entire employee experience and take swift actions of improve satisfaction, mentoring, new job assignment and improve engagement which will reduce the risk of employee leaving company. Social media is no more workplace distraction rather than it plays important role in employee engagement and it’s an influential tool to improve the employee engagement which will enlighten the organization’s public image and the increase employee productivity. Digital HR will augment HR functions, improve performance, Increase productivity, employee job fulfillment and Engagement. Social media will create an extreme impact in the working environment.
Companies should invest time to analyze the outcomes. Conduct employee engagement surveys quarterly, semi – annual or annual surveys to measure the efforts where actionable data can be gathered to improve the employee’s engagement especially points out the motivating and discouraging factors faced in the workplace. Improving employee engagement will increase revenue growth if the engagement fails there will be poor customer satisfactions and financial performance.
Continuous Performance Management – Play a Winning Hand
The top-secret behind any organization accomplishing a greater success is its vigorous performance management. Organization outperforming can be achieved only by improving the self-esteem of employees, improve overall productivity, and create trustworthiness through performance management.
A performance management structure is effective only when genuine compensation for performance culture is established which helps to develop employee engagement. Performance process involves not only the individual or team performance but also based on the company’s compensation process, they measure and reward employees appropriately based on the performance benchmarks.
This traditional performance management system flops to acknowledge the employee’s valuable skills and the ability of the employee’s innovation with has made great changes. It is like a medicine that will give you so many side effects irrespective of your immunity power and results more significant than the aids. To be practical, traditional performance system is out of sync in the market and with the employees. There are multiple ways for a strong performance management. Nevertheless, traditional performance management process is systematized.
• The first step is that organization sets individual goals as per the corporate needs and communicate the same to the employees.
• Each associate has to understand the unique goals, objectives, and expectations what was set for them and what management is expects from them.
• Employees performance is monitored and evaluated whether any progress is made. Supports the individual by arranging for adequate training to help them to achieve the goals defined.
• Individuals have to document the achievements and goals formally which will be followed by individual performance feedback during appraisal cycle.
• Compensation will be paid to an employee based on the individual performance.
Many HR’s and leaders were in the discussion about the key areas where the organizations can transform the performance reviews. But for the surprise, there is no specific model/approach for improved performance management. The Vital point here is to understand the key elements for innovation of performance management system that can guide any organization to implement a new approach. The new performance management expectations followed as,
Potential development & goal setting:
Rather than setting limitations, space should be given for employee to strengthen his potential and organization should be more growth focused. Researchers have confirmed and shown that traditional performance has put down many skilled performers and the employee who was rated highest is not essentially the best performer. In addition to the performance development, companies must focus more on employee’s personal and career development.
Goal setting conventionally bring into line with the capabilities of the organization which has collective social experience. The Goal should be set for the employee that should align with the individual, their team, and strategic business goals. The innovative goal setting should focus on the objectives and key results. Now organizations understand that employees will remain in the company only required support is provided for skill development and career growth. Managers, Employee, and the team must work together to achieve the goal defined for them.
Continuous Employee feedback:
Today’s modern work environment is lively and energetic. Continuous employee feedback will facilitate quality, consistent and relevant feedback. In Continuous performance management systems managers to provide immediate and continuous feedback, encouraging employee productivity and continuous employee engagement. At the same time, this feedback can also be channeled into documents for the periodic evaluation, helping that appraisal be more deep of the employees’ performance over the whole period.
This continuous performance feedback from the supervisor or manager brings transparency in communication and work life balance which helps employees to improve more in the areas they lack and increase trust with the organization. Frequent conversations between manager and employee will engage in genuine, productive communication.
Rewards and Recognitions have to be conducted at the proper time in order to appreciate the employee’s performance and to showcase their achievement and talent to the team/account/project/at organization level which helps the employee to focus more on the business strategy, achieve goals and improve productivity.
Managing Employee Self – service
Emerging HR software’s has greater ability with respect to the employee self-service and there is an exciting development in stock for both HR teams and Employees. Employee doesn’t expect to rely on the HR team to update/access their data in self-service. In future, HR service will become more strategic in the way they operate.
Technology or a software success is demarcated only by the end-user experience. HCM Employee self-service in any organization should be in quality that allows the employees access their data, details about payroll, compensation, information about the company, benefits information and people. This engagement brings in trust and furnace stronger associations between employees and the organization.
The revolution will bring a greater positive impact within an organization which increases peer communication and working relationship. Effective communication is essential within employees. It paves the way to employees to identify right person in the organization to help them in any issues and they can stay updated about the progress of the company, and events.
The Modern HR software’s / employee self-service systems should allow the employee to access the data through mobile devices. Innovation is on top-notch growth in implementing new trendy HR software for organizations has become a typical decision now in Human resources management systems. ESS should be accessible in mobile tools, which paves the way to increase in the global and mobile workforce to collaborate. Sooner the Employee self-service will transform to Employee-Driven platform that will be the roadmap for all HR functionalities.
A Quality Employee self-service permits employees to do HR activities like modifying or updating their personal data, name, mobile numbers, PAN details, looking at the monthly paychecks without the interference of the HR. Below are the improvised modern trends of employee self-service.
Improvised Communication platforms:
Communication today has improved a lot than later years. The speed of communication has become a trend and proven many times that employees have different communication requests. So, enhanced Employee self-service has to be leveraged in a way that can handle quite a lot of communication brooks as per different user requirements. Self-service today afford option to the employee to add their hobbies, their interests, information, career aspirations, this end results in rendezvous and connection to the Human capital management.
Teamwork & Performance:
Employee self- service is more similar to the business Application which has to be observed as a collaboration. Human Resources community across the orb has transformed to the different approach to recruitment, performance & learning which is an evolution rub-off to the traditional HRMS. The Events or knowledge forums that relate and bring the employee and the organization together is the future of employee self-services.
Human Resources Service Delivery:
Human resource service is now nearsighted a groundswell of transformation for a better purpose. If Manager self-service and HR services are shared with the Employee Self-service, then it will impact the Human resources FTE’s and it will reduce the burden of Human resources.
HR Analytics
Human Resource Analytics is a hot subject across organizations where data measurement is not limited to recruiting and talent management. This has now emerged as a business function which required attention where every part of the business operation, real time app’s analytics has to be understood. This new version of self-service expertise proposals user behavior analytics to help HR understand how employee’s engagement with the application, their favorites, and their discomfort points. This fact, in turn, services the organization for healthier serve its employees.
Over a period, there was an enormous pace in the field of HR analytics where organizations have stimulated to advanced analytics, predictive analysis, and dashboards. HR analytics which is a major trend in HR, started as a small practical group for scrutinizing engagement and maintenance has now gone as “big data trend”. Rather than buying from vendors, organizations have started to build their own analytics models and solutions.
Nowadays the technology value in the market is keeping increasing with introducing new analytics tools that help HR team to clean up the data rather than doing manual works. There are multiple vendors in the market introduce new tools every day for organization, tools which helps to identify the security leakage in a company, tools to capture the feedback of the organization to serve better, tools to capture employee’s time and communication management which helps to focus on the work much better.
Rather than building a tool to improve the analytics, it’s time for organizations to invest a big budget to clear-out HR data, hire the analytics team and afford with a consolidated environment. Organizations likely to be disrupted by the opponents if they don’t make an investment in the Analytics.
Success story with a case study
A Product management client needed a unique stand-alone ERP independent HR solution which must be managed independently with Single sign-on compliant to manage activities of employees on Timesheets, Absences and Reporting with Approval. The solution should be compatible with PC, Smartphones, and Tablets which has Adhoc & pre-defined reporting feature.
EVRY Architect team proposed N-Tier modularized component based architecture for designing the solution. The solution can be integrated with ERP or any other software. A reusable framework designed by our SPAN was used for the development. EVRY Development team integrated Everytime application with Agresso ERP using services and task schedulers to import data
Benefits to Clients
• Unique HR solution on SaaS to manage HR activities
• Integration with any ERP or third party software
• Solution is very responsive and compatible with any mobile devices
• Good reporting feature
• Very useful for remote workers and their management teams
FUTURE OF WORK – Enhanced workforce
We have reached a time where jobs are disappearing, this may look like a threat but the real fact is there is tremendous transparency in the job market today. Technologies are systematizing work an extraordinary rate in Automation, sensors, cognitive computing, Mainstream, and reshaping of the workforce. This has become a great challenge for organizations where they have to restructure the organization hierarchy to make the work & job dynamic and consider people as more job becomes automated.
This enormous change in future will impact: people, organization, and society where we have to focus on the different ways in industry. Integrating people and technology is a challenging task. When organizations are plan for the future workforce, long-lasting human needs should also be considered. Workforce transformation has to be managed carefully, as it is critical to have the business and future of work together. Reshape the work, identify the round-the-clock workforces as it is a key competency in HR and Business.
Conclusion
The Market is building up based on future execution. Evaluating the effect of several people management practices and total performance has too much likely to be ignored. At this point, HR has to develop the necessary skills, to categorize organizational desires, and approach workforce analytics in an effective way.
The most advanced service organization will invest effort on the strong business cases, several targets, budgets approved with the business, business dashboards, regular business and performance reviews with the involvement of the business. Advanced HR functions will make HR services responsible towards improvements. HR transformation is a professional approach which brings in great benefits to organization and business as a whole, right from the quality of service, cost, deliverables and efficiency with the competitive benefits. Human resources have to focus on the big pictures to make big difference. This creates an exposed and honest environment for employees to share their ideas and contribute to decision making. Engaged employees are expected to be proud to work for their organization.
Digital HR will bring in change not only with the organization but also will bring in changes with employees, productivity, performance and the platform to express their ideas and support them in the career and skill development. HR is getting more social and mobile where new technology has been introduced every day, organizations have to upskill the trend accordingly which will ease employees and HR’s burden. New digital HCM solutions around the world align Technology with the New Digital Employee. The digitally-fueled solution aims at realizing new goals, convenience factors, and technology adoption by comprehending the perspectives and diverse needs of customers and other Organizations.