There’s been much written about the way properly integrated technology streamlines business functions, increases visibility and provides greater insight and control.
Many business operations become easier and more manageable.
However, it could be argued that Human Resources teams are under greater pressure than ever during the technological revolution; that their workload has increased exponentially.
The HR pressure load
Top of the list has to be the highly competitive race to fill skills gaps. Companies must keep pace with rampant transformation into digital workplaces, using talent with the necessary vision and acumen.
HR teams often have to scour the world to find enough STEM skillsets to keep up with demand and stay in tune with business objectives and changes.
In a transformational culture, it’s HR who must manage the expectations, engagement and skills of the existing staff team too. Automation can bring with it a fear factor and genuine redundancies to be managed.
Remote working is increasing substantially thanks to new levels of connectivity and digital communication. HR is now often in charge of supporting staff who will have little need to check in at HQ in person. This brings with it a whole new set of resource management challenges, including ensuring that productivity levels are maintained from well-supported remote team players. It also adds to the need to keep control of expenses too, to ensure the hidden costs of remote working don’t start to outweigh the downsizing of office space.
Turning the digital workplace in their favour
There are many ways that HR teams can cope with pressures, and meet their blossoming obligations, by taking full advantage of well-configured intranet software.
In this way, technology can make all the above obligations and hurdles much easier to manage.
This starts again with talent recruitment.
In the battle to find the right calibre of candidate, offering a supportive but flexible culture can prove as attractive as salary packages these days.
Can your organisation demonstrate its excellent communications, that are geared specifically around educating, information and training every member of staff at their own level of responsibility and understanding?
Do you provide a true digital workplace, in which colleagues can share, collaborate and even engage in social interaction, wherever they are in the world?
A well thought out intranet system is beneficial to the company and the employees. Being able to demonstrate a commitment to this can be the deal maker.
Career advancement via digital channels
In both attracting new talent and upskilling existing staff, an intranet system with strong e-learning and training capabilities can make the HR team’s life much easier.
Especially one that can respond to individual strengths, weakness and ambitions. Staff can record and track their own progress against learning aims, on any device, and feel more in control and confident as a result.
Being able to offer staff the opportunity to learn at their own pace, wherever they are, is vital. Providing roadmaps to career enhancement and advancement can be inspirational.
How much easier is it for HR teams to manage training via the intranet, than taking staff away from their daily tasks to huddle them in rooms for group training sessions? Sessions which were difficult to arrange so that they met a variety of needs and ability levels.
HR communications to build a strong business culture
Many of the mundane and time-consuming tasks formerly the remit of HR are now automated, thanks to the digital workplace.
It provides a superb opportunity to focus more resources on blending and enabling the company’s talent pool. HR can play a much stronger role in building a culture that’s fertile for growth.
As technology automates many of the day to day processes throughout the organisation, how can staff be redeployed or refocused to support creativity, agility or efficiency?
HR intranet software can disseminate good practice and updates instantly, across all audiences. It can also engender greater equality of communication and opportunity. For example, sharing insights and posing important questions can be much easier for less assertive staff if they can use a keyboard or phone keypad to make their contribution.
Microsoft states that creating a digital workplace for its HR teams meant it could “build a culture with a growth mindset”. Staff in HR, and in fact throughout the business, are in a far better position to “drive innovation across the company”.
HR has far more end to end business visibility
Then, of course, there is the massive amount of data now available to inform HR teams and help them to do their jobs more efficiently. They have access to analytics from the digital workplace that not only drill down on staff work patterns, cost ration and shortfalls. They can even work alongside production to measure workforce costs in relation to the expense and output of individual machines or business processes.
Much of the guesswork about which staff contribute most to profitability is replaced with both forensic and predictive analysis of day to day business operations.
Any HR team formulating talent management strategies to underpin profitable growth has hitherto undreamt-of information to draw on so they can make confident decisions.
The digital workplace, in effect, moves HR teams into a more consultative and strategic role than administration. Another excellent example of how an investment in the right systems, can transform whole organisations and line them seamlessly behind business goals.
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