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Digital transformation is a challenge for the growth of a company, especially in the field of Human Resources. Indeed, these have been highlighted with the Covid-19 crisis.

The adoption of digital tools in Human Resources continued to process in 2021.

According to a study conducted by Infopro Digital Etudes with 250 HR decision makers and HR managers, digital HR services are well perceived by employees according to 9 out of 10 respondents. And according to 3/4 of the respondents, HR investment will not stop there but will increase in 2022.

For John Kostoulas, VP Analyst at Gartner, the trends are related to improving employee experience, understanding the needs of the business and the efficiency of HR processes.

But what are the means and practices in place to move in these directions?

Towards a homogenization of HR systems ⚙️

John Kostoulas points out that in large organizations, there are hundreds of systems used for HR.

As a result, employees are faced with a complex, fragmented, disconnected environment. Employees sometimes have 3 different systems to use to accomplish 1 workflow.

This causes several issues, including the fragmentation of the organization into silos, and an abundance of security systems under threat of cyber attacks. Indeed, these are growing in number and ingenuity. As cybersecurity is still considered by some as an obstacle to the development of the digital transition for 1/4 of the decision makers (according to the results of the Infopro study published in L’Usine Digitale), a homogenization of systems is in order!

Another problem linked to the fragmentation of HR systems is the lack of harmony, but also of customization, as the market of HCM editors is dominated at 60% by 4 editors: SAP (20%), Workday (17%), UKG (14%) and Oracle (12%).

A good employee experience for a healthy work life 💙

In the wake of the health crisis and its “great resignation”, employee well-being and feelings have emerged as a crucial issue in the HR field. According to a survey by Future Workplace, “The Organizational Impact of Coronavirus”, “1 in 3 employees have seen their well-being decrease“.

This is why it is as important to invest in digital tools as it is to shape employee experience.

So, with this acceleration of digital transformation, and these ever more numerous business applications to use, access to remote training is therefore among the functions that have evolved the most since the beginning of the crisis, according to L’Usine Digitale and Sopra HR.

For John Kostoulas, this also involves communicating the company’s expectations and objectives, thinking about employees and improving their visibility of their future within the company:

« The demand for technology will focus on tools that support and drive the evolution and growth of key processes such as recruiting, onboarding, blended learning or remote teamwork », John Kostoulas.

To achieve a good employee experience, it is essential to set up employee feedback or interview campaigns to find out about their complaints, their objectives, their remarks, but also to recognize the work they do and to evaluate their skills. This step is important when you know that in France, 87% of employees are looking for meaning in their work (according to the 2022 Deloitte CxO “Sustunability” Report).

These tools for collecting and analyzing employee opinions and perceptions are what Gartner calls “the voice of the employee“. They are essential for building actions in line with the reality of HR departments.

Once the information has been collected, the analysis and exploitation of this data can have many benefits, such as improving a company’s employer brand.

Improving the employer brand has several advantages:

  • Spreading a positive image of the company and affirming its reputation,
  • Promote the attractiveness of the company and improve the efficiency of its sourcing,
  • Build employee loyalty, control and reduce turnover,
  • Develop commitment and pride of belonging.

However, it is also important to give employees access to this feedback so that they can have a critical opinion on this assessment themselves.

Note that it is essential to create a security charter to protect data and employees.

Develop employee skills 🧠

As we have seen previously, many French people are looking for meaning in their work. In order to develop their well-being in the company, their commitment and their feeling of legitimacy, it is important that they are able to broaden their areas of expertise, whether it be for their softskills or their hardskills.

There are competency management solutions, such as eLamp, which produce and make usable a map of employees’ competencies while securing the teams’ expertise. These technologies are used for different use cases such as :

  • Project staffing
  • Maintaining expertise
  • Strategic Workforce Planning
  • Team versatility

At the crossroads of ERP and HR analytics solutions, eLamp is the missing brick between HR and operations. This solution generates data by connecting to the operational processes/HRIS in place, and takes existing data by translating the old repositories and making them usable by managers.

These solutions therefore enable both operational performance and HR processes to be improved.

Work-Life balance 👩🏻‍💻

With the deployment of teleworking, the separation between work and personal life has been severely shaken. Decision-makers are well aware of this balance: 67% of them consider it to be a risk. Despite this, according to a CGT survey of 15,000 people, 98% of employees approve of 2 to 3 days of telework per week, but on the condition that the right to disconnect and work equipment are improved.

A re-orchestration of the working life is needed. Offices need to be redesigned for a hybrid version that bridges the gap between face-to-face and remote work, while promoting communication and social interaction.

Improve the efficiency of HR processes 🚀

In order to improve the efficiency of HR processes, it is important to analyze the data collected and use it to understand the expectations of employees at any given time. The information provided by employees is very important to understand their issues and solutions, their ambitions and the arrangements to be made.

One of the big trends of 2022 in terms of data analysis is therefore artificial intelligence.

HR managers are looking to AI to reduce the cost of their operations while improving the efficiency of their key processes, says John Kostoulas, Vice President Analyst at Gartner. 

The use of AI can be coupled with dynamic graphs in order to have an optimal reading of the data.

However, the use of artificial intelligence requires certain skills in data analysis. That’s why it’s a good idea to invest in training your HR teams. It is not necessary for your teams to have the level of expertise of a Data Analyst, but it makes sense to know a few things about the topic.

Prioritize the objectives 🎯

 

One issue that companies have faced over the past two years has been uncertainty. The succinct business objectives and the resulting performance evaluations have been totally disrupted. And as Talentsoft’s “HR Trends 2022” article explains, we need to learn from this and REthink it!

One of the possible ways is to RE-build your strategy on the basis of recent experiences. From your data, it is necessary to REview the actions that have been put in place and the decisions that have been made to RE-adjust the shot and try to anticipate as well as possible the skills and what will be your HR roadmap for 2022, Talentsoft.

Therefore, it is important to offer open spaces in the design to allow room for change, incorporate different viewpoints, and listen to end-users on their input. The dashboards produced by the dataset offer the possibility for HR employees to have a view of the totality of the employees’ data. These then allow them to find solutions and implement them in a thoughtful way. This helps to align short-term decisions with your strategy in line with the environment and the long-term strategy of the company.

The Shortways DAP, the right tool for you💡

Shortways Assistant is the Digital Adoption Platform that supports employees who have to use dozens of applications on a daily basis! Thanks to the help bubbles, step-by-step guides or FAQs, your employees are more efficient and better trained in their digital applications.

    • Shortways supports and trains your multiple user profiles, both face-to-face and remote, on their HR processes:

By integrating contextual information directly into your business application (HRIS, CRM, ERP, …), our solution trains, informs and supports users during their use.

The Shortways virtual assistant can integrate any type of content: PowerPoint documents explaining business procedures, textual definitions of internal rules, micro-learning videos, etc.

Thanks to this tool, your employees will for example be accompanied in the completion/validation of annual performance review, by having access to contextualized information at the moment they need it.

    • Shortways helps you improve your HR processes:

Shortways allows you to manage your content so that it is adapted to your needs:

Thanks to Dashboards and Usage Statistics, our solution administrators can pilot the help and make it evolve at any time by being reactive to the support requests received: which contents are the most played and require a real support, which contents are missing because they generate recurrent support requests, …