FEBRUARY 2023HR TECH OUTLOOK9Companies need to address the challenge of creating a more flexible work environment that is suited to the needs of their industry and organization. Increased use of mobile applications: Workforce communication is lagging behind the advancements of social media platforms. Employees who are accustomed to having access to information at all times and from any location in their personal lives now expect the same level of convenience in their work environments. They not only want the ability to access and manage their HR information but also to do so anytime, anywhere.Use of gamification: Gamification is in the picture to motivate and engage employees, such as by using rewards and challenges to encourage desired behaviors and outcomes.Focus on HRSS Team BuildingOne thing that HR leaders tend to forget is, whether the whole journey is going to eventually lead us to where we want to be, which depends not only on the plan itself but also on the team responsible for executing it. It is equally important to have a comprehensive internal team-building strategy that will not only get us through each day but also develop the necessary resources and skills to achieve the desired outcome over time.Design the transition structure: With the desired future state in mind, how can we progress from the current structure? What would be the transition team structure and for how long?Assess the required skills: With technology heavy in a plan, what type of skill set would be required to achieve future goals? For example, being tech-savvy would be one of the key elements. Plan to recruit, train, and upskill: This will be an ongoing effort that involves hiring skilled professionals, providing ongoing training and development opportunities, and fostering a positive and collaborative work environment. Process Review: Implementing a new system with additional functionalities often means a redesign of internal process flows, roles and responsibilities, handoffs, and measurement of key performance indicators (KPI). On the other hand, certain existing processes can be automated using technology such as chatbots and RPA. Employee Self-Service: Employee Self Service has a lot of potentials and can be successfully expanded over the course of time from both the angle of scope expansion (giving employees more to manage themselves) and function elevation (introducing chatbots and AI to handle first level or straightforward HR inquiries and requests). Data analytics: The HRSS team serves as the central hub for HR data. With high levels of data accuracy, this information can be utilized for various analytical purposes, such as supporting decision-making, understanding employee needs, and identifying trends and patterns in overall workforce operations. Focus on Employee ExperienceAs the gen Z population begins to enter the workforce and millennials become the dominant generation in the labor force, it is becoming increasingly common to see them playing key roles as contributors and leaders in organizations. More than ever, employee experience is front and center. Personalized employee experience: The COVID-19 pandemic and the growing diversity of the workforce have highlighted the importance of personalized employee experience. At the same time, advancements in technology have made it possible to collect information on individual employee needs and preferences and use that data to deliver personalized support, such as personalized benefits packages and career development plans.Increased flexible work arrangement: 74 percent of US companies are using or planning to implement a permanent hybrid work model, and giants like Meta, Apple, Google, and Microsoft are investing in the metaverse workplace. It is equally important to have a comprehensive internal team-building strategy that will not only get us through each day but also develop the necessary resources and skills to achieve the desired outcome over time
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