“The consumerization of HR” refers to how companies are creating a social, mobile and consumer-type experience for employees inside the company, according to Jeanne Meister, a well-recognized expert in HR technology.
As we scan today’s workplace, everything about work — what we expect, where we work, how we work, the types of technologies we use every day and with whom we work — is changing at an accelerated pace. This has profound implications for both the HR team and the organization as a whole.
The more HR leaders look ahead, the question of: ‘How can HR teams and their organizations better enable their workforce to provide a long-lasting competitive business advantage?’ becomes increasingly prominent.
Amber Hyatt, VP for Product Marketing at SilkRoad, says that many believe HR technology should be the enabler to the question above. Traditional talent management technologies focus on automating HR functions though, often ignoring the most important “consumer” – the employees.
To keep pace with today’s self-service and mobile employees, organizations may need more than process automation, instead opting for an employee-first mentality, internally and externally.
Deloitte research shows that companies wanting to simplify and improve the employee experience have extend their recruitment products via social media, and have made HR software more focused on employee needs and desires.
Applying employee-focused HR technology offers major strategic advantages by: creating a workforce of motivated employees that puts them first by catering to how and when each employee wants to work and on what devices, delivering innovative technology that meets the professional development of employees, and enables organizations to engage their employees at the most opportune time.
This kind of HR technology can also make employees feel important and at the forefront by creating a social, mobile and consumer-oriented experience inside the company. Instead of automating business functions like talent management software and taking important tasks away from the employee, HR technology that is employee-focused can still make the lives of HR easier while putting them first.
According to Hyatt, traditional employee engagement often consists of a series of disconnected individual touch-points that don’t directly align to strategic outcomes. Instead, talent activation transforms traditional talent management into a measurable and continual list of experiences that integrates employees from the start, moves beyond simple sourcing and onboarding, maintains the momentum, and ties work to crucial business objectives.
Talent activation helps with:
Increasing socialization during onboarding so new employees feel more connected and comfortable to the work environment, which motivates them to perform and makes them eager to contribute.
Introducing opportunities to engage and activate toward measurable outcomes through continuous learning, training and mentoring.
Leverages continuous learning and development (L&D) models that begin on day one, and continue through the employee lifecycle.
Offers developmental goals that directly tie to those of the organization to help employees feel connected to the bottom line while building their career.
By prioritizing the employee when considering HR and talent management software solutions, businesses can better source and retain top talent, plus maximize contributions that boost the bottom line. Leveraging employee-focused HR technology can help connect the dots between employee and business outcomes, ensuring the desired outcomes that guide the motivation, empowerment and progression of employees.
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