ROI by (predictive) people analytics, because employees are involved and engaged.assuring accurate data by promoting involvement of employees and usability of the tool.Source image: In addition, HR can co-create the HR experience – automating their administrative processes and leading the dance for a “Digital Employee Experience Design” – by handling a bottom-up approach. Engagement & Retention are a big deal -> HR Tech category: Onboarding & offboarding.The “War on Talent” is a fight for skills -> HR Tech category: Growth.The workforce is changing rapidly -> HR Tech category: Exploration.
When matching the issues from above with the different phases of the Employee Journey of the HRTech.Community, the following matches can be made: The market of HR technology has segmented itself to that demand, which is based on solving a problem – not creating an opportunity (that could solve multiple problems). HR managers and their organisations have the habit of tackling one problem at the time. HR innovation is about people and tools tackling the issues discussed in this article (changing workforce, future proof skills, engagement and retention), by automating and collaborating beyond existing structures and procedures. HR needs innovation to maintain/generate growth in business to attract, develop, engage and retain talented people. For the UK, CBfinancial speaks of a productivity loss of between £ 52 and £ 70 billion a year, which also mentions that an uninvolved employee costs their employer between £ 3400 and £ 10,000 a year.This is costing the USA over 550 Billion dollars a year! In addition, 50% of the starters secretly looks for a better job within their first year. This means that 85% does not have invested emotionally in the use of their time, talent and energy, in adding value to their team or in promoting the initiatives of the organisation. According to Gallup’s State of the Global Workplace report, only 15% of employees worldwide are engaged in their work.They also tell us that 73% of business executives lack the technology skills necessary to develop a digital transformation strategy. Only 17% of the companies seems to have the personnel with the skills necessary for the digital transformation, according to SAPnews. Learning & development is an absolute must. The right kills and mindset can be developed by HR’s learning and development strategy, where educational technology (edtech) can be an asset. “By 2020, the Fourth Industrial Revolution will have brought us advanced robotics and autonomous transport, artificial intelligence and machine learning, advanced materials, biotechnology and genomics.”Ī shortage in candidates can be tackled by using the right branding, technology and/or by paying high salaries. The Future of Jobs Report from The World Economic Forum predicts that 35% of skills that are considered important in today’s workforce will have changed by 2020.The same research mentions that an amazing 82% of the Fortune 500 executives doesn’t believe that their company attracts highly talented people, a mind-blowing 93% doesn’t believe that their company is able to retain high performers and only 3% believes that their company develops people in an efficient way.The predicted shortage of high skilled workers by 2020 is 10%. Almost 30% of senior leaders mention finding talent as their most significant managerial challenge. The “The War on Talent” also is a driving factor for HR to embrace HR technology, according to McKinsey.It gets a huge change-boost with the injection of a second even more digital wave of this slightly different generation when it comes to attitudes and expectations. Diversification of the workforce in age and skills (and personalities), started slowly after the first wave of millennials had entered it. According to Bruce Tulgan the generational shift is taking place in waves.More than 80 million individuals who grew up in times of digitisation and will have an impact on the way we work (together). According to a research from Kenan-Flagler Business School from 2008, by 2020 almost 50% of the work population worldwide will be millennials, the generation born between 19.In this article, I will share my views on the potential of the digitisation in the workplace, especially for HR. However, when you can convince your toughest opponents, they will become your best allies. Like in every change process there will be resistance, that might feel like it is delaying what needs to be done. It disrupts the way we live and the way we work (together) – sometimes even subconsciously. Digitisation is everywhere, whether you like it or not.
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