Engaged employees stay with an organisation for longer. They perform 20% better than their other colleagues and they act as advocates for the business. But progress can leave people behind.
As the world of work goes digital, HR departments across the world have to come up with creative ways to keep staff happy. Think Netflix’s ‘no official working hours’ policy or Google’s ‘decompression capsules’, which allow employees to take afternoon naps at the office.
But is all of this enough?
According to Debbie Tim, regional director for people business partners at Sage for the Middle East and Africa, modern businesses need to alter their assumptions about job roles, the tools that enable these roles and workplace collaboration. Future uncertainty is putting human resources (HR) departments under pressure to:
- Forecast what skills businesses will need;
- Source the right people to perform the work;
- Enhance employee experience to retain the best talent;
- Upskill people to keep up with technology change; and
- Help people map their careers in an ever-changing world.
According to Tim, HR teams must partner with IT to help everyone in the organisation make the most of technology and to help the HR departments leverage technology to achieve their goals.
Below, she outlines a few ways that technology is changing up the HR game.
Lifelong learning: Technology has totally transformed training, recruitment, hiring, employee engagement and career development. Employees want access to training and information on-demand. Rather than hiring people based on their specific skills, business can look for well-rounded people who can be trained up using a wide range of digital training materials.
Accessing talent: On-demand talent marketplaces like Upwork or Freelancer.com make it possible for businesses to dip into more diverse talent pools. This also allows HR to access specific skills as and when they are required.
Data-driven HR: By modernising payroll and business systems, HR can improve the entire employee lifecycle. Creating a data-driven HR function makes it easier for businesses to handle the challenges that accompany the digital age. All of this information can be used to make more informed decisions and better serve the needs of job candidates, employees and other stakeholders.
Digital disruption is just beginning. And HR departments are only just starting to realise how these new technologies will change their role. Need help managing your technology infrastructure?
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