In this world of digitalization, the competitiveness will depend on its talent readiness and skill-sets. This is bringing a bag full of opportunities, challenges, and trends along with it. Recruiters want to reach out to fresh talent who understand the working of data science, AI, cloud, blockchain, security, etc. Deployment of skills and performance management is on a priority list in order to attract new talent and retain the existing ones.
Top 3 Priorities of Modern HR Leaders:
HR Digitalization94% of CHROs are digitalizing HR within 1–3 years In this digital age, the innovative HR teams are leveraging the workforce and their skills with digital capabilities like design thinking, agility, data orientation, network leadership, etc. They are creating a culture for the workforce to innovate and learn from the setbacks. They are training employees for moving from age-old practices. Companies are struggling due to the rapid change in the organizational culture and it is the role of HR is to bridge the gap by simplifying the process.
Continuous Performance ManagementOnly 4% of HR leaders believe their organization accurately assesses performance. Performance management is not a monthly process. It is a continuous process of keeping employee goals aligned with team goals, identifying areas of improvement with the frequent interactions between managers and employees, giving constructive feedback, providing extensive learning and coaching, measuring performance, and motivating the employees throughout.
Enhance Employee Experience60% of CHROs are implementing digital initiatives to enhance the employee experience within the next 1–3 years. It is vital to improve employee experience as engaging experience help companies succeed in attracting and retaining capable employees. Enriched employee experience will give rise to enriched customer experience. A disciplined, insigh.ts-driven approach is the need of the hour with which companies can create a transformation in companies which will further result in increased productivity. The reason why most employees leave the company is due to the bad manager. Managers hold the power to influence their level of engagement in the workplace. Most of the managers do not value employee engagement. As a result, disengaged employees drain worthy resources while adding very little to the company’s goals. It’s critical that they feel empowered to advance employee training. Great managers are always involved in acquiring and developing great talent. They keep engagement on priority and align the employees with the goals of the organization. Here are the Four Drivers of Motivation for Employees HR Leaders Must Know-
- Their manager is actively engaged in their success
- Their managers care about their professional development
- They see how their work contributes to the bigger picture
- Their impact is recognized and rewarded