Do you know how engaged your employees are? Are you aware of the skills and capabilities of your employees? What are the key drivers of attrition in your organization? What key people factors should be considered while transforming the organization? These are the key questions that are mostly unanswered by executives during polls and surveys due to lack of information.
Engaging employees across multiple generations,
Assigning employees to right positions based on their skills and abilities,
Gathering real-time inputs and feedback to evaluate contribution of employees,
Providing improvement plan to train and groom the employees based on feedback,
Devising a compensation mechanism purely based on contribution of employees.
Identify and address the key reasons for employee attrition,
and Nurturing talent to adapt change and future proof businesses, are the main challenges for organizations across the globe.
Availability of accurate data and ability to derive insights leveraging this data is the key to address all the challenges and problems stated above. A recent poll conducted by Gallup revealed that ‘‘A staggering 87% of employees worldwide are not engaged. Many companies are experiencing a crisis of engagement and aren't aware of it.’’ Similarly another survey revealed that ‘60% of millennials are in search of new jobs and good number of them are with their current company for less than an year’. But organizations are in no position to realize and act upon them.
The current HRMS system do not capture this information or the details captured are inaccurate or there are multiple versions of information across disconnected systems. So gathering this information in itself is a herculean task that need to be performed at cost of other productive activities. Some organizations spend three to six months effort of their HR staff in gathering this details every year. So there is a need to embrace alternate solution.
Technology plays a key role in improving employee engagement, automating processes,freeing HR staff to focus on more people centric strategic activities, capturing data and build intelligence on top of this data. New age HCM systems are promising and had shown that it is feasible for them to drastically improve employees engagement and assist organization during their transformation.
These new age systems handle end to end employee lifecycle from hiring to retiring, that capture data from all employee interaction points including social and other digital channels,accessible across all devices, make the employee engagement more inclusive and democratic. Thus improve employee engagement, talent management, performance development, performance linked payment and growth, aligning individual aspirations with organizational vision and future proof organizations against disruption, by managing the key organizational assets efficiently.