The transformation of organizations to a more agile model
For companies, the digital revolution has brought important changes in how we organize, how we work and how we manage people. An organization with a hierarchy of tasks and roles reduces responsiveness, flexibility and speed in terms of innovation. Companies need to be more agile in how they operate and communicate.
Changes in work methods lead to changes in management methods, towards methods with greater participation that encourage increased sharing of information, personalized treatment of the employee and greater responsibility and freedom.
New work methods: hyper-connected ATAWAD employees
The use of mobile devices enabling people to be connected at all times is profoundly changing the way we work.
AnyTime, AnyWhere, Any Device (ATAWAD): employees expect to be able to communicate anytime anywhere on any device. Companies should take into account these new ways of working and encourage instant access to data and 24/7 availability from any device.
The new challenge of the personalized experience
In the digital age, the concept of a product or service offering has changed and the relationship between companies and customers can be defined by the personalized customer experience. The quality of the customer experience depends on the capability of a company’s employees to meet this challenge. As part of this experience, companies are beginning to treat their employees as internal customers. HR is thus changing and focusing on the employee experience in additional to its traditional tasks. The quality of the personalized employee experience is of great concern for HR, because it encourages employees’ engagement and loyalty during the entire time they work for a company.
The transformation of employee engagement conditions
Employees’ relationship to work and their company is changing and the conditions of engagement are thus also changing. Employees, especially the digital native generation (Y and Z) are looking for a company that will encourage the transparency of information, free expression, recognition, personal development, quality of life and purpose in the workplace. Companies are expecting greater agility in the commitment to service: flexibility, mobility, responsiveness….
HR is in an ideal position to measure employee engagement and implement conditions that encourage engagement by deploying new methods and solutions.
The development of the extended workforce
The digital transformation created by new technology also calls into question the boundaries of companies and traditional types of work. Companies are becoming ‘extended’, using both internal (employees) and external human resources.
This affects HR’s scope, tasks and expertise, which are changing according to the characteristics of these new types of external resources and a legal situation that will certainly also be changing.
Data used for HR analytics
HR has the opportunity to be transformed and geared more to an analysis approach by taking advantage of Big Data and new analytical tools, such as predictive analysis, while at the same time maintaining the traditional aspects.