Today’s society and business life are closely linked to technological development. And, consequently, also to the digitalization of HR and the adoption of new strategies, tools, and ways of working.
A new digital context for the HR function
The productivity of many organizations will depend in the future on the correct transition to this digital context.
In this context, Human Resources will also have to play a leading role, taking advantage of the opportunities –since every opportunity is a challenge– offered by the appropriate use of ad hoc technology.
But, what are these main challenges HR is facing?
- Accelerate the recruitment process.
- Increase branding attractiveness.
- Facilitate onboarding.
- Set a digital workplace.
- Improve employee experience.
And, how can they be successfully overcome? Let’s see it.
Accelerate and simplify recruitment and internal feedback
According to the independent firm Markess Consulting, 82% of the mid-cap companies it had consulted faced serious difficulties in the process of attracting talent.
The Great Resignation had an impact in the US but now the trend is spreading to Europe organizations too. So, this could be considered the main obstacle companies have to continue growing.
Human resources, therefore, must pay special attention to designing effective recruitment policies in a market dominated by labor shortages. And focus on actions that allow for continuous feedback from the people already on the payroll.
Thanks to a Human Capital Management system, you can fight against the talent drain. In fact, Continuous Feedback solutions are here to help you to:
- Keep several communication channels with your teams.
- Encourage collaboration.
- Send and receive feedback in real time.
- Have fair and reliable information on the performance of the workforce.
Increase branding attractiveness and facilitate onboarding
Another challenge for HR lies in employer branding when it comes to recruiting.
According to the source cited above, 40% of executives recognize that branding attractiveness is one of the main challenges in the short term.
Improving the perception of the company in the eyes of potential new employees, as well as publicizing the organization’s HR policy, are among the most important tasks.
Gaining effectiveness in communicating CSR, equality, work-life balance and environmental commitment strategies can be the foundation of the work in social networks and other digital environments.
Having KPIs related to these aspects on the HR dashboard allows close monitoring of the development of employer branding.
Data analytics also favors the establishment of onboarding policies that reduce potential frictions. In fact, HR management solutions, such as Talentia HCM, already have specific modules dedicated to onboarding. Also, we can facilitate the “landing” of new employees with tools such as Chatbot or conversation automation.
Digital workplace and improved employee experience
81% of the HR Managers say that the implementation of a digital work environment is the main driver of modernization. Moreover, employees’ aspirations differ from those of their generational predecessors. Thus, it is essential to have enough financial incentives to retain talent. But, it is also essential to have the right incentives in place to ensure that employees are able to work in a digital environment.
It is also crucial to design a good internal communication policy, constant improvement in the relationship with the employee and a sufficient provision of complements, tools and technological utilities that make the workplace a work environment that is favorable to well-being and productivity.