Employees are overwhelmed by work pressure. Thus, to provide an excellent employee experience and drive performance, organizations have to leverage technology.
FREMONT, CA: Technology is seeping in every aspect of human life and has become an answer to every question. In organizations, employees are distracted and disengaged despite working long hours. The dynamic composition of the workforce is impacting the existing rules as employees have different expectations from their employers. The changing business paradigm has affected the new-age talent that has relevant skills. Customers, investors, and employee expectations have changed due to economic growth. With enormous amounts of pressure on employees, their productivity is reduced with an increase in stress levels.
The belief that HR works from the background is changing, and the CEOs realize that if they do not find the right people, they will not grow. The toughest challenge for a CEO is to measure and drive performance, build agility, and develop leadership. This has demanded HR to provide solutions that are aligned with the business goals.
Leveraging tech, the HR landscape has changed. Most talent management systems and HCM platforms were used to automate existing processes and records. Later, organizations started deploying integrated systems that took automating existing processes a step further. A new set of tools were developed for employees to hire better, train better, and manage people better. Recently, however, cloud computing has is disrupting the HR landscape and allowed organizations to upgrade existing software to improve productivity. Today, compelling and successful HR-tech tools are available in the market that requires little to no training. These new tools make employees more productive and help them work well.
HR-tech is focusing on providing an excellent employee experience, and companies are using several platforms to ensure that employees are satisfied. Vendors claim that they have end-to-end solutions, but they have not been able to keep up with the increasing demands. Medium and small companies use approximately five to 15 different applications. A growing number of applications seem like a headache, but most of these applications are deeply integrated and are also replaceable. Organizations must evaluate the systems based on utility and not by features. Instead of choosing a system for its long list of features, organizations must focus on understanding if the employees will ever use them.
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