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Establishing during a pandemic? How HCM technology can help

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The roles and responsibilities of workers had already changed before the cessation of work due to the coronavirus pandemic. However, now, due to the persistence of uncertainty in personal work and the growth of the technological workforce, human resources (HR) professionals have had to change some positions during the hiring and re-employment phase. As companies adjust and business goes on, employers are getting better adaptation and “bulkhead” processes for past, new, or reinterpreted jobs.

The key is to equip the workplace with the right technology to adapt to this change and suit people with the right skill set for new jobs and new requirements. From online training to a comprehensive dashboard that allows employers to keep abreast of employee information, technology can help deftly manage employees and the COVID-19 crisis. But software that can help streamline that growth is only part of the solution. Employers should also consider other key factors such as:

    • Long-term strategies.
    • Individual candidate experience
    • Computer and human assessments.
    • Internal mobility.
    • Timely hiring decisions.

A human capital management The Platform (HCM) can help organizations stay on top of immediate pandemic needs such as rapid adaptation as well as building long-term strategies, personalizing candidate experience, managing computer and human assessments, overseeing internal mobility and harmonizing skill sets and adopting skill sets. timely hiring decisions. Simply put, HCM’s solution can allow organizations not only to survive but also to thrive in these unprecedented times.

Inclusion of significant work

When it comes to new and rethought jobs caused by the pandemic, some positions may already be new or rethought, but others may not undergo significant changes in a few years. Therefore, the concept of meaningful work could acquire a new meaning. Through the HCM platform the employer can:

    • Set expectations and allow employees to meet them with a flexible work schedule.
    • Make sure an employee whose role is new or reinterpreted can contact colleagues to share thoughts and ideas.
    • Frequent feedback and coaching to empower employees and increase productivity.

All of these possibilities can reinforce the notion that work makes sense, whether it’s new or reworked work, or work left over from the old.

Because the organization strives to make work meaningful to all, HCM’s solution can maintain a connection between a dispersed workforce and foster a sense of common purpose and a vision of teamwork. Perhaps more importantly, HCM technology can support active social interactions during the pandemic and beyond, giving employees a sense of belonging and involvement.

HCM solutions enable employers to target employees in the short and long term, helping to enhance both their career aspirations and business profits. This process can also contribute to significant work.

Selection and busting for new roles

With regard to, in particular, reinterpreted jobs, H. James Wilson and Paul R. Dacherty of Accenture recently noted in Article by Harvard Business Review that human resources departments, in addition to information technology (IT) departments, need to keep in mind the impending wave of innovation in artificial intelligence (AI). This innovation will automate some tasks, but the authors of the article emphasize that “greater opportunities will be around increasing and increasing the productivity and ingenuity of man.”

This capability will require HR and other departments to reconsider the tasks they perform in their current roles; disclose tasks that will benefit from AI; and free technical and non-technical workers to more quickly innovate in potentially revised roles. Once they complete this review, HR professionals will ensure that job candidates meet these new specifications, and train staff who are included or raised to perform any rethought tasks.

The HCM platform can handle a lot of difficult cases involving reinterpreted work. For example, the HCM platform helps with the adaptation, development and management of talent, which can increase the chances that a newly hired or newly hired person will thrive in their transformed role. The same is true for employee engagement and HCM platform learning opportunities. This feature can help employees adapt and develop in their thoughtful work, improving the organization’s ability to retain these employees and increasing their productivity.

Why don’t you unleash the power of a transformed workforce through technology? After all, it is likely that technology will become a key component of many rethought jobs. “While the COVID-19 pandemic is a difficult time, it could also be a time of unprecedented creativity,” wrote Rabbi Jesutason, Tracy Malcolm and Susan Cantrell of Willis Towers Watson. Harvard Business Review article published in April. “Rethinking jobs in light of the constraints of today’s complex business environment can accelerate the future of work and open up new and innovative ways in how, where and by whom work is done. Ultimately, it can help us increase the resilience and efficiency of our organizations and help people live healthier and more sustainable lives. ”

From adaptation to learning, the HCM platform can become an important building block in achieving greater resilience and efficiency in your ever-evolving organization.

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