Your rockstar employee left for greener pastures, only to find
Three factors have drastically changed the way Human Resources (HR) operates in a disrupted world: the pandemic, the change from systems of record to ‘systems of design,’ and the global shift to remote work.
In the whitepaper titled HR Technology 2021: The Definitive Guide, global HR authority Josh Bersin provides actionable information to help buyers, implementers, and investors navigate the evolving world of Human Resources tech.
There are several facets to recruiting, managing, paying, and developing top talent. To cover these, Josh has categorized the tech twelve categories. You can read about the first six categories in Part One of this series, while we touch on the remaining six below.
HR Technology Categories According To Bersin: Part Two
7. Corporate Learning
Corporate Learning depends on choosing the tools relevant to your organization and bringing them into an end-to-end experience that supports digital transformation initiatives.
There are four modes of Corporate Learning: Micro-learning (blogs, videos); Macro-learning (courses, assessments); Learning University (leadership programs, VidEvents); and On-the-job learning (mentorship, exposure).
8. Wellbeing Management
The new work order has increased stress and anxiety among employees to the extent that businesses are abandoning wellbeing as a basic employee benefit in favor of performance improvement strategies.
The global wellbeing market is growing by over 6% per year, offering a choice of tools and services to manage employees’ physical, financial, mental, social, and family wellbeing. Success means combining HR technology with traditional HR functions on an integrated experience platform.
9. Engagement & Culture
The increasing need to understand what employees think, feel, and experience has given rise to employee feedback, sensing, and action platforms. HR can listen to and collect signals via surveys, voice messages, crowdsourcing, even website activity.
These signals are analyzed in real-time to provide feedback for managers that translate into recommendations and training.
10. Diversity & Inclusion, Transparency
D&I is a new category embedded on recruiting platforms and consists of a set of features, reports, and AI recommendations that can identify bias in pay and promotions and, through VR experience, help reduce bias.
They can also benchmark diversity in a job or location, or assist companies in recruiting minority candidates. Transparency through Employee Resource Groups ensures accountability.
11.Analytics & Planning
People analytics is a high-priority interest for HR as new data points from a changed world are being added at a rapid pace. It allows employers to better understand how to boost productivity, learn what keeps people happy at work, and see which employees will likely be successful.
HR also has to adopt total workforce planning within their company. In the new world of specialized and often highly contingent talent, better systems are needed to accommodate full-time, part-time, gig, and contract workers.
12. Workforce Productivity
Productivity platform vendors have disrupted the HR technology landscape in how they help companies manage their entire workforces.
Big players such as Google, Facebook, LinkedIn, and Slack are heavily invested in these, while smaller enterprises focus on plugins and team productivity systems that help train, develop goals, give feedback and build bots that perform many traditional HR functions.
The final six categories we have covered here focus on the employee and how businesses can adopt HR tech tools to improve productivity, wellbeing, and happiness in the workplace. You can read the full white paper here.