Can digital tools improve the HR experience for employees?
Introduction
The digitalization of the HR function aims to optimize the use of data to adopt a predictive approach. In other words: anticipate problems in order to solve them more effectively. However, this does not mean that HR strategy is entirely delegated to algorithms. On the contrary, algorithms are used to help make decisions and improve processes and service quality across the entire value chain, from recruitment to GPEC (Gestion prévisionnelle des emplois et des compétences). For example, a talent management platform such as Eurécia makes training, interviewing and recruitment processes much more fluid. It's a win-win situation for HR and employees alike. Today's digital tools enable HR professionals to focus on the most important aspects of their work by automating low value-added tasks such as managing absences or payslips, thanks in particular to software like Payfit. And with chatbots like AskHR, employees can immediately find answers to their most urgent needs. HR then takes advantage of this extra time to improve the employee experience by better anticipating their needs.
Optimizing recruitment
The analysis of relevant data can be beneficial right from the recruitment process, as it can provide several hypotheses with a reasonable level of reliability, taking into account various factors. A concrete example of its application? Salary proposals. Indeed, when using predictive compensation, various elements are taken into account, both for the candidate and for the company. Artificial intelligence is used to compile and analyze information about the candidate, such as skills, experience, age, level of education or current salary, as well as information about the company, such as size, sales, recruitment prospects for the current year or payroll. It is also possible to add data relating to the job market, including demand for the position and its current value. Analysis of this information using an algorithm can then provide a more objective estimate of the appropriate salary. But this approach can also be applied to all remunerations to limit pay inequalities. In addition to the salary proposal, the algorithm also helps recruiters by enabling them to estimate with greater precision the match between the candidate and the position, by analyzing the candidate's CV or the motivations expressed during the interview. The final output then takes the form of an objective grid on which the recruiter can base his or her decision.
Anticipating employee needs
Predictive analysis is therefore a valuable human resources tool, benefiting both the company and the employee. For employees, it enables them to assess their current skills, compare them with the portfolio of skills expected for their job, and find the training courses best suited to their needs. It can also promote medium- and long-term employability by anticipating changes in the job and adapting the associated skills. As far as the company is concerned, one of the main challenges is to retain its employees. And in this area, analyzing data from feedback and social climate surveys can help define targeted actions to maintain team commitment. But e-learning portals such as 360Learning also play an important role. By facilitating the development of skills, and thus internal mobility, the company can significantly increase the long-term commitment of its employees.
Adaptingyour organization
For a company wishing to manage its operations effectively, anticipation is essential. Firstly, it enables the strengths and weaknesses of its various populations to be identified, using predefined performance indicators. Secondly, it encourages the deployment of an ambitious GPEC strategy by anticipating foreseeable departures, such as the number of retirements scheduled in a year's time, or requests for maternity leave. By cross-referencing the company's internal data with sector-specific statistics, the organization can better position itself in its competitive landscape. While these technologies are very useful for improving HR performance and saving time, their value lies in their contribution to strategic choices. The advent of the latest digital technologies is contributing to the emergence of truly useful predictive HR. Provided you select the most relevant data and keep a firm grip on decision-making, they can bring real added value to a company's HR strategy and employee experience.
So, to ensure that your users get the most out of these tools, Knowmore has set up dedicated solutions to guide you in their use.
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