Today’s society and business life is closely linked to technological development. And, consequently, also to digitalization of HR and the adoption of new strategies, tools and ways of working. This relationship has been intensified during the COVID-19 health crisis.
The productivity and survival 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 take a leading role, taking advantage of the opportunities –since every opportunity is a challenge– offered by the appropriate use of ad hoc technology. What are these challenges? How can they be successfully overcome?
Accelerate and simplify recruitment and internal feedback
According to the independent firm Markess Consulting, during the first half of 2019, 82% of the mid-cap companies it had consulted faced serious difficulties in the process of attracting talent. This, in turn, was interpreted as the main obstacle to their growth.
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 with the people already on the payroll.
Thanks to a Human Capital Management system such as Talentia and its Continuous Feedback solution, you will be able to keep several communication channels open with your teams. This will not only encourage collaboration, but also will allow you to send and receive feedback in real time. It will make it possible to have fair and reliable information on the performance of the workforce, as well as the impact and perception that workers have of their tasks and their alignment with the strategic objectives of the organization.
The HR Director may implement incentives in the form of rewards for those team members who are particularly committed or in line with these objectives, rewarding excellence and assimilation into the corporate culture.
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 it 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, with tools such as Chabot or conversation automation to facilitate the “landing” of new employees. You can also improve your upskilling policies through modules such as Talentia Learning & Development.
Digital workplace and improved employee experience
Of HR managers, 81% say that the implementation of a digital work environment is the main driver of modernization for the future. Moreover, employees’ aspirations differ from those of their generational predecessors. Not only is it essential to have sufficient 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. As well as the existence of sufficient communication channels to be able to proactively listen to their insights, contributions and ideas.