I have seen the times change into something nobody has a guidebook on. And I can confidently say this to my successors that we, as a generation, encountered something ground-breaking and sailed through it!
Post COVID-19, the concept of ‘normal’ is looking highly likely to change. For me, the new normal would be safety oriented and mostly very novel & different from what all of us are used to, as a whole. Every industry is being affected by the pandemic, HR platforms, and automation systems not being far from this flow.
The new avatar of an HR Platform
How will the HR platforms look, feel, work, and operate in this new time? Let’s have a pointwise discussion on the key features. This will also be surrounding the factors to look for in a platform before implementing it in your organization.
Changed scope of technology
In the post-COVID times, technology would be required to do more; more in terms of performance, effectiveness, weaving all aspects of application of the technology even when using it remotely, encouraging online control, requiring minimal human input and optimization and so on. HR professionals have different goals when it comes to HR tech: complete transformation to suit in-house front-line personnel, tweaking existing systems, integration of new tools, and so on. This highlights the relevance of rechecking the scope of the HR platform within the organization.
A focus on employee experience
A hyper-personalized tech that gives an entirely comfortable experience for the employee must be the focus of the new normal. I am a big fan of providing a subtle personal employee experience through an HR platform, ensuring they do not walk up to somebody else to ask a human resource query. The application needs to be smooth and friendly.
Also, employee engagement would be the need of the hour as more job profiles would need to shift to a permanent remote working scene. This would require a set of HR applicationsthat make this happen seamlessly. Things like hiring, on-boarding, remuneration, time-offs, and other benefits must be handled properly using the platform.
Technology that enables remote hiring and remote work
I think of this situation as the opportunity to think about HR platform interfaces and their inherent discrepancies. Does your new HR platform enable remote hiring? Can it support technical video interviews? Can it automate evaluation and assessment? All these questions can lead to positive ideas that can transform the way HR applications work for your organization.
Unified and collaborative systems must come into the picture
I would stress that no one system can solve all your problems and tackle difficult situations in the HR realm, post-COVID. The collaboration of core HCM and unified engagement platforms must be enabled to make things work.
HR applications need to be directed to a completely new track of operation. I would suggest, organizations begin looking for new ways to deal with the situation instead of just waiting for things to ‘go back to normal’. Accept this situation as the new normal and set forth to find the best combination of HR platform providers for your needs right away to sail through.
- Technical Screening Tools : How are they helping in Effective Screening and Internal Mobility? - September 7, 2020
- 5 Best Practices for Digital Recruitment - September 7, 2020
- Resetting the HR Agenda: 5 Trends to Consider in the New Normal - September 2, 2020