The dynamic adaptation to work from home culture in the wake of the pandemic has led HR teams across the world to realize that employee experience has never been more critical. HR tech is constantly evolving, helping organizations to meet targets efficiently. Using data analytics will help enhance HR experience, from keeping employees engaged – no matter their location-to driving productivity. Listed below are some of the evolving HR technology trends your organization requires, to have an edge in the market in 2021.

Upgrade Employee Experience

The Future of HR Technology

Self-service tools that enable employee experience are relevant in HR technology for the following:

  • To ensure effective collaboration in the organization
  • To establish open lines of communication
  • To give access to the data they need to act
  • To plan work and seek mentoring

With basic training from HR and a user interface, employees quickly adapt and make these platforms a part of their daily schedule to engage and meet objectives.

In every organization, reward and recognition (R&R) play a crucial role in aspects of growth and improvement, which is why so many organizations have adopted the R&R platform – to improve their employee experience.

These comprehensive R&R platforms combine social and monetary recognition aspects accessible from anywhere. Team members can send personal and customized recognition messages to their employees at the click of a button. The rewards platform complements the performance management platform. This facilitates accountability and transparency in the rewarding process, enhancing trust gratification and employee experience.

Listening to the workforce plays a huge role in the overall development of the organization as employee engagement plays a crucial role in it. Employees want their opinions, suggestions, and approaches to be heard in their workplace, irrespective of it being in the office or while working remotely. It is difficult to express and track such suggestions or ideas over chat or e-mail. And causes demotivation if response and recognition are delayed and it indicates a lack of action. Providing confidential and timely feedback mechanisms is a must in every organization that aims to provide the best employee experience. Management must have access to tools that help encourage innovation, act swiftly, and communicate best practices as well as success.

Employee wellbeing and engagement platforms offer features required to keep the feedback cycle continuously running, starting with pulse surveys, which are short and crisp questionnaires that focus on holistic wellbeing and engagement factors. These quick surveys focus on identifying the problem and also remedy it at the source.

Employees need supervision and mentoring in between the pulse surveys, and could do wonders if the tech platforms provide a self-service, auto check-in, and way to seek help. This will help the supervisor with real-time insights to take action and also the organization, understand their employees’ progress, and make an appropriate intervention.

Analyze Data to Improve Performance

With the help of HR Technology, the organization can now store an immense amount of data ranging from various talent dimensions, performance to attrition. But not every bit of data acquired has to be equally prioritized to improve performance. Therefore, specific metrics have been identified and established by organizations to retain information that matters to the organization for further tracking and improvement.

The first step would be to prioritize significant areas of the business performance that need to be improved. These areas could include engagement, fitment, recognition, succession, retention, training, and performance. Key stakeholders can use such information to make the right decisions so that the workforce is capable and the right people are doing the right jobs and to improve performance and employee experience quotient.

Having a diverse workforce but not an inclusive workplace can be challenging. It can slow down decision-making, compromise the integrity of the workforce and make workplace conflict ridden.

Make WFH a Success

The transition to remote work is moving at a fast pace. Employees working remotely have greater flexibility in terms of work-life management, and it also provides smaller organizations the ability to recruit without any geographical restrictions. Yet, remote work poses significant challenges, including ineffective communication, difficulty in collaborating with other team members, isolation from the organization and its culture, etc.

Using appropriate technology, HR can keep remote team members connected and productive as they work from home. All such team members must have access to software that allows clear lines between employees, their supervisors, and the senior management seamlessly.

Boost and Prioritize Workforce Wellbeing

The biggest bane of a remote workplace, work from home is that the employees are suffering from more stress than ever before. Therefore, organizations need to prioritize the wellness of their employees as they work from home. Organizations can use employee wellness platforms to enable employees with wellness.

However, organizations need to be mindful that workforce wellbeing is larger than previously understood as the source of adverse wellbeing could be circumstantial and not necessarily due to the supervisor, workspace, or workload. They need to find platforms that have a holistic approach to identify, address and improve workforce wellbeing.

The platform should be able to assess psychological, physical, social, and professional aspects and facilitate remedy at the source of the issue. Employee wellness platforms make it easy to track, enhance and get actionable insights on employee wellbeing quotient.

Enhance Employee Learning Quotient

Investing in employee learning will lead to their personal growth and the development of the organization. Having your team members pursue their professional interests and skills in their careers ultimately benefits the organization, rewarding a more skilled workforce. With advancements in HR Technology, fostering professional development, employee learning throughout their employment cycle is easier than ever.

The options to inculcate technology with employee learning is limitless, from gamification to eLearning to virtual reality. A learning management system enables curation/ hosting and assignment of courses. This way, the employee chooses what he lacks or needs improvement or is interested in and can complete these courses on and off the job.

LMS can also help HR/Trainer assign relevant courses as per individual employee learning needs, track the status and progress, ensuring that the employees meet the development goals of the organization.

HR technology can now be considered as most crucial to the evolution of organizations aiming to achieve their peak performance and make significant impact on employee learning.

Remain Flexible

Businesses and organizations have to inculcate flexibility and engage their employees around workplace policies. Even the cultural issues to ensure they remain attractive enough. Flexibility is not some fancy benefit that lures millennial employees by their employers under the disguise of work-life balance. Instead, it is a general need and a proper expectation for employees of all ages and backgrounds. Flexibility is fast becoming a pivotal component in making employees work fit into their lives, and the support from the organizations will be precious to those people.

Serving Talent Development Needs

This Covid-19 pandemic has switched the way of many companies and businesses, and at the same time, because of the shift, many people are laid off and are out of work. Many of those people do not wish to return to that work environment, and many of the companies mentioned above require people with a unique skill set. This evolution of the desired skill set means companies have to support the growth of the personnel both internally and externally. Internally, their Learning and Development programs and training have to drive the growth of new skills and recognize employees for rising roles and leadership opportunities.