Employee Experience Trends in Human Capital Management
CHROs (Chief HR Officer) want to stay ahead in their game, adopting the latest trends in their efforts to nurture talent, retain employees and achieve enhanced employee development. The human capital management (HCM) field is evolving at a fast pace, laden with innovation, changes and wonderful ideas for team development.
As per noted experts from the field, here’s an extract of latest trends in HCM landscape:
Give a more human semblance to HR platform through technology
Jeanne Meister, workplace futurist, opines that technology should be the tool in augmenting the role of people than replacing them, bringing back the human factor to workplace. It might sound rather counter-intuitive, yet going by emerging trends, technology undoubtedly has entrenched in every aspect of enterprise workplace.
For instance, Artificial Intelligence (AI) which is the most discussed and touted advanced science has definitely changed the way we work. According to Meister, in order to change our viewpoint on AI, we should clearly profess the language shift for AI to IA, intelligent augmentation. In the latter the emphasis is rather on human approach than the hovering thought of machines replacing the humans at workplace. For a simple groundbreaking fact that it’s the humans who still partake in decision-making although technology has surely changed the way decision are taken and strategies are made and implemented.
As CHROs, the HR leaders, the task should be to measure how technology can bring back the quality in jobs and look for new skillsets and roles that are further created as a result of ever-changing technological implementation to enhance the resource quality and output.
Compassion as a key Leadership Quality
The word Compassion has been an oversell lately. As per a HR survey conducted by a consulting firm, from the analyzed responses of over 35,000 leaders, more than 90% of participants agreed that compassion is a key composite characteristic leadership attribute and 80% would want to enhance that but are unaware of the exact way of how to do it. This aspect being so significant is still ignored in most of the leadership training too.
Leading enterprises are making a conscious effort as a part of the HR strategy to highlight compassion as one of key skills in job descriptions too. HCM platform integrates disparate HR initiative and roles yet happiness is the key that holds contention for employees, clients and all the stakeholders. And there is no better way than compassion.
Personalization of Learning and Development
Training is no more confined to technical and soft skill requirements or team based. Employees expect to have a seamless interface at work too that reverberates their technology personalized experience in personal space. These expectations mirror in their learning and development (L&D) path too. Therefore, nominating to trainings by HR or reporting manager is no more the criteria.
The business workforce now has the option to drive their learning path through an access to learning and development channel. The path will further be a hybrid playlist curated by employees alongside the formal list of programs developed by the L&D unit. The approach can be a dynamic approach paving way to user-generated programs, developed by professional leaders who impart humanly compassion leveraging the technology.
However, the challenge for leaders is to sift through the gamut of learnings and choose the vendors who are the best fit for their rapidly evolving needs and capable of aligning that with the company’s existing LMS systems.
Harness Design Thinking in HCM development
Design thinking is the latest methodology embraced by CHROs globally in problem solving that focuses on creating solutions through a user centric approach. It has achieved a great breakthrough in HR and L&D landscape. The concept of design thinking operates beyond the thought process of what employees want, shifting to the latest technology driven approach of how to design an overall experience that aligns the employees’ and business needs.
Right from the 1st step of recruitment to last of exit interviews, every facet of employee life cycle is customized and exposed to design tweaking that helps reboot business performance management process. Leading enterprises have made an earnest effort of embracing the design thinking as one of core business offerings as a multi-step methodology for better employee management and resource enhancement.
The key element is the second step wherein ideas are sketched in before the final decision-making process. This step is critical since it clearly defines the company’s design principles for making the most appropriate decision focusing on the overall design thinking methodology of HR framework.
DIY Team Creation
As per research, 70% of employees want to be the part of decision-making process while forming their own work teams. Trust among colleagues is the most important factor that helps cement the team work and keeps them intact while working together. In that case it’s a no brainer to fragment a well-formed team.
Lot of firms are embracing this approach, keeping a strong DIY team intact and moving them around in the organization without breaking them. Many enterprises are embracing the evolving trend and working towards providing a platform for leaders initiating to empower employees to assemble their ‘dream team’.
These five trends are a downstream of HCM platform leveraging technology to reinstate the human factor in the business. The trends illustrate that new models are emerging while enhancing the employee engagement and talent management, departing from the traditional form of fragmented HR platforms, thereby also developing new models and frontiers in employee growth and people development, and encouraging CHRO to exercise creativity and personal discretion of compassion.
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