Compete for Talent with Digital HR tools and Approaches
by Manish Bhartiya
Managing Talent supply and demand in the Digital Era
The fight is on to recruit and retain the new age worker. Your recruiters can now easily discover and screen them using the Digital Recruitment Tools and this can make them more empowered than previously unimagined ways.
The digital tools can also support your employees looking for an internal career move by highlighting opportunities and helping employees become more engaged, more fulfilled, and more effective as their careers progress.
With a global skills shortage are you getting and retaining the best talent within your industry?
- The modern workforce is multi-generational, culturally diverse, highly mobile, and includes many contingent workers. It’s almost too much to track and manage effectively as a whole.
- Employees want more coaching, career development, and performance incentives. If you’re unable to meet these needs, your top performers will find another employer.
- Traditional HR systems and processes are complicated – a new approach is needed to navigate the talent needs of multiple regions, divisions, and functions.
s companies of all sizes surge into the digital age, the same technologies driving radical change in business strategies and business models are also disrupting the workforce.
Companies need to recruit, develop and retain workers with the skills needed to meet business goals in this digital environment.
Managing Employee Data
Dramatic business and workforce changes show us it’s time to think differently about core HR. With support of digital Tools, Core HR is not just a “the system of record,” but acts as the hub where everything in the organization comes together to transform the work experience and how you can manage your workforce for business impact and success.
Maximizing Talent performance
Digital HR Tools Embrace new approaches in employee performance management that support frequent performance conversations, personalized development and visibility of accomplishments and allow your organisation to determine what operational business performance metrics affect individual and team performance, and actively manage how those are measured and communicated to employees.
Learning and Collaboration
Digital tools allow you to identify and develop talent you need to boost your organisational capability, cultivate a culture of learning while reducing complexity, and adopt social collaboration to learn and share knowledge.
It allows your employees to access blended learning, develop new skills, share knowledge, and gain insights making them more productive and motivated. The additional advantage is that the learning is available anytime, anywhere.
Raising employee engagement
Analytics can identify employees likely to depart, flagging the need for mentoring, new jobs, or advancement to improve their satisfaction and engagement and thus decreasing employee turnover and raising productivity.
New Age HR technology can help companies grow the next generation of leaders; with integrated succession planning and performance calibration platform, they help identifying the key talent, increase employees’ internal mobility and boost productivity.
No one is too small for Digital HR
Even the smallest of companies are turning to digital HR for competitive advantage. An example is truesign, a São Paulo, Brazil-based business that offers digital signature capabilities through a cloud-based portal.
With just 20 employees, truesign does not have a dedicated HR team. However, it still needed to foster talent and increase employee engagement and so that they can provide the same consumer-grade technology experience in the workplace that employees find in their daily lives.
Embrace the opportunity while addressing the challenge
Like any tool, a digital HR platform for managing people must be used properly. Many organizations lack integrated systems to manage their current employees—let alone to identify and engage with potential ones or to develop long-term plans for the needs of the workforce.
With multiple systems and fragmented data, HR’s visibility into such issues is limited. Migrating data, establishing common standards and protocols, and simply becoming more adept with big data pose significant challenges.
All this becomes part of a larger transformation process, which, with right support can easily be managed.