We are only a few weeks away from 2022, and 2021 will soon be over. In addition to reflections on optimizing talent attraction strategies, we are also looking at how we can automate, simplify the daily lives of employees. Indeed, this is a trend that continues for 2022, as 62% of HR decision makers have high expectations for simplifying the employee experience, up from 38% in 2018.
Is this really relevant?
With a talent pool that is not growing, solutions to fill the gaps are to be anticipated. For instance, there is a desire for internal operations to be more efficient with the least amount of resources. Digitizing certain HR processes, such as onboarding and integration or the training program, allows for gains in efficiency and time. This initiative also allows us to reach a demographic that is more accustomed to technology. They can expect an employee experience based on digital options.
Moreover, there is a delay in the HR function regarding the digitization of skills development programs. SMEs and business leaders are not taking enough advantage of the products available on the digital market. Indeed, this is an area that has seen a major boom with learning platforms, content libraries, learning monitoring, virtual courses, etc. In a new era of post-pandemic work, this even becomes a competitive advantage.
How to get there?
First, many companies already offer HRIS solutions. With these information systems, it is possible to digitize a very large part of one’s HR function – from compensation management, attendance management, performance management, to name a few. Local companies also exist, for smaller capacity organizations.
Then, applications and platforms are also available to support and facilitate your tasks and those of your staff. Presumably, these applications can help with the integration, development and growth of your resources. Here are some examples of their potential use :
1. The digital employee experience at the heart of employee onboarding:
We can use a digital platform to create onboarding pathways. Thus, the recent hire could receive notifications related to their new job, their first day, their personal files, or take a virtual tour of the premises if the orientation is done remotely, etc. It is also possible to collect the impressions of the new staff members. This data can then be sent back to management so that they can make informed decisions.
2. Digitize one’s training activities:
It is possible to use a digital platform to integrate a training program that is either 100% virtual or hybrid by mixing e-learning and face to face training sessions. This same platform includes a variety of learning modalities and also provides a library of diversified content.
3. Digitization to support the well-being of your employees:
Finally, applications exist to coordinate and organize activities related to your wellness initiatives. By activities, we can think of group yoga sessions, HIIT workouts, weight training, group walking, etc…
The bottom line…
Whether it’s face-to-face or digital, you need to be creative in order to optimize the employee experience. Of course, this can be a major challenge for organizations attached to good old-fashioned technologies. But it would be even more of a shame to miss the unique opportunity to innovate, gain efficiency and offer a much more accessible technological support to your employees. Remember that technology works for you, not against you!
By Noellie Dias, CRHA
HR blog editor – Iceberg Management