Schneider Electric is transforming its human capital management approaches one tech solution at a time.
By Olivier Blum
Demands on employees have increased—and HR must keep pace or risk falling behind. It’s a daily occurrence that employees attend video conferences, use workplace productivity apps, and receive smartphone notifications. They can’t wait for their HR department to catch up with them via phone calls or letters. Modern workers want the same prompt customer service experience that they receive from online marketers. They also expect to feel empowered by their HR departments, not disenfranchised by them.
What does the expanding tech market mean for the future of HR?
By Larry Basinait
The rate of new technologies being developed to support HR is exponentially increasing each year, and the second quarter of 2019 was no exception. In total, there were 65 major announcements (those with at least $1 million in funding), up from 57 announced in the second quarter of 2018.
How new technologies are revolutionising HR in an Asian icon.
By Michael Switow
Shirley Fong is the vice president of human resources at Li & Fung, a trading company that started from very humble beginnings exporting Chinese porcelain and silk and which now operates one of the most world’s extensive supply chains. The company employs some 17,000 people in more than 230 offices across 40 markets.
Organisations in Asia need to adopt a five-pronged talent strategy to contend with rising skills shortages.
By Michael Switow
A severe talent crunch is leaving key positions unfilled across Asia-Pacific.
HR and IT need to partner to fix the broken employee experience.
By Donna Kimmel
When it comes to attracting and retaining talent, employee experience is one of the most critical elements of success. Around the world, the gap between the number of jobs available and the people available to fill them is the largest it has ever been. And competition is stiff. To get the talent they want and need to power and move their businesses forward, companies need to create an environment that inspires people to do great work.
Move out of the way, AI. It’s time for organizations to turn their focus on another—perhaps more impactful—intelligence: emotional intelligence.
By Marcus Mossberger
The idea of artificial intelligence (AI) has captivated the industry for the last few years, and it seems as though 2018 really saw an explosion of the utilitarian use of the technology at work. And while there is still apprehension about the impact AI will have on jobs, most organizations have acknowledged that they need to incorporate it into their long-term technology strategy. At the same time, another trend seems to be gaining momentum, albeit to less media attention and prognostication: the burgeoning importance of emotional intelligence (EI) in the workplace.
Technology is disrupting the HR industry, but organisations can prepare by embracing policies that encourage a blended workforce.
By Simon Kent
Technology-driven change in the workplace should not be feared. Indeed, HR teams should welcome it as an opportunity to contribute more to the success of their businesses. Recently, the UK’s own Work and Pensions Secretary Amber Rudd emphasised the benefits of technology by saying, “Automation is driving the decline of banal and repetitive tasks so the jobs of the future are increasingly likely to be those that need human sensibilities, with personal relationships, qualitative judgment, and creativity coming to the fore.”
Today’s technology developments can improve the ease and efficiency of payroll and rewards processes.
By Simon Kent
It’s a cliché but it’s true: There really is an app for everything. For employers, the 24/7 always-on, always-available level of service expected by customers is now also expected by employees. Just as banking hours have been replaced by a constantly accessible online portal, the idea that employees should wait until office hours to check their pay, rewards, benefits, and other work-related entitlements is becoming outdated.
People, process, and technology are key pillars to creating a more diverse workforce.
By Irina Novoselsky
The recruitment process has always been riddled with biases. Humans find it nearly impossible to prevent their opinions and experiences from coming into play when making a decision. But technology is empowering organizations to work toward eliminating bias, which in turn allows companies to build stronger and more diverse workforces. Just imagine if interviews were structured like an episode of The Voice, where those making the hiring decisions only judged candidates based on skills and couldn’t be swayed by gender, physical appearance, or ethnicity. There would be no pre-conceived notions—only the most qualified candidate would win. Technology is turning this reality show concept into a reality for recruiters.
Screening tech innovations are improving speed, trust, transparency, and ultimately, the candidate experience.
By Marta Chmielowicz
With record numbers of millennials and Generation Z job candidates entering the workforce, employers are reconsidering their long-held hiring practices in order to attract and retain best-fit talent. Candidate experience is now one of the hottest topics in hiring, with organizations striving to illustrate their brand from their very first interactions with potential candidates. In fact, the State of Employer Branding survey by Jibe indicates that 95 percent of HR professionals feel that their brand is impacted by candidate experience.
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