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HR Structure post covid

How is Digitization changing the HR Structure post covid?

Human resources teams have never been more critical than they have been in the last 12 months. Founders are leading the discussion on how to build a “new normal” and how businesses may assure continuity throughout this new development worldwide in various sectors and organizations.

Successful teams have pushed the implementation of digital HR solutions, resulting in a widespread understanding of what HR departments can accomplish.

We now have time to take a step back and look forward after being caught up in the COVID-19 frenzy for some time.

For many business and HR experts, 2021 will be a defining year in terms of the future of business.

Digital technology has transformed our daily lives, and it is now transforming HR. It gives HR the ability to (among other things):

Better data & analytics usage

HR is slowly but steadily gaining an understanding of the value data analytics may bring to the company.

There is HR technology to evaluate every aspect of the employee lifecycle, including preselection, learning, and development (L&D), and employee engagement.

The question is whether there are enough HR professionals out there to make sense of this information.

Future-proof recruitment 

The features of a pleasant mobile (app) experience, a data-driven preselection process, and a personalized, AI-based onboarding program are all important.

These are just a handful of the many reasons why recruitment is becoming more digital.

Improve the employee experience

Employees in the twenty-first century have blurred the lines between their professional and personal life.

They’ll check their social media accounts during business hours, but they’ll also check their professional emails on weekends.

As a result, they want to be treated like customers. They expect their employer to provide a similar user experience that only Digitalization can offer.

Offer self-service tools to employees

This one is similar to the last one regarding enhanced employee experience, but it concentrates on the HR side of things.

Employees want to handle their HR data in the same way that they want to manage their professional emails and workload. That is what Digitalization in HR assures.

Be competitive in the war for talent

The (future) workforce is addicted to their phones and continuously connected to social media.

When it comes to attracting this demanding generation of workers, companies who leverage digital technologies for numerous HR objectives — consider sourcing, preselection, and learning & development, for example – have a substantial competitive advantage.

Collaboration and engagement tools becoming digitized 

Because of the limited visibility and enormous pressure to perform at their best, the work from home (WFH) age has caused unease among employees.

Employers may be concerned about determining employee productivity. The way we interact with our coworkers will get redefined by digital and virtual collaboration, communication, and engagement capabilities.

Most firms were able to transition to MS Teams, Zoom, Slack, and other co-working platforms in 2020, and we anticipate seeing many more in 2021.

Conclusion

Workplaces in the post-Covid era present a unique challenge and an excellent chance for HR leaders to learn and improve their work practices.

The defining moment of our era will be how well and quickly we can implement these massive changes while remaining human-centric in our approach.

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