Webinar #3 of the 4-part Institute for Human Resource Professionals (IHRP) Tech Talk Series, showcased how new-age HR Technology solutions can create best-in-class Talent Engagement to boost employee engagement quotient, productivity and growth.
In the run-up to the “Tech Research Study” report to be launched by Singapore Government’s Ministry of Manpower, Institute for Human Resource Professionals (IHRP) HR Tech Taskforce in association with hrtech.sg, has been organising the “IHRP Tech Talk Series” to evangelise the adoption of a Digital HR mindset amongst the HR community. The 4-part series has been aiming to showcase the latest trends and platforms that have been transforming the Digital HR space.
As part of the Tech Talk Series, Webinar #3 showcased how new-age HR Technology solutions can create best-in-class “Talent Engagement” to provide a seamless employee experience by boosting the employee engagement quotient, productivity and growth.
For those who missed the webinar, here’s a quick event summary:
“THE BEST HR TECH TOOL IS THE ONE THAT FITS THE BUSINESS PURPOSE”
There is a strong link between Customer Experience (CX) and Employee Experience (EX). An optimised Customer Experience generates loyalty and additional sales. A stellar Employee Experience boosts workforce engagement, productivity, and retention. This in turn directly improves business financial performance. Most organisations have acknowledged the need to have an engaged workforce to achieve greater ROI. This calls for HR teams to adopt and leverage Automation and Technology to enhance the employee engagement quotient, and thereby strengthen the employer – employee relationship.
That’s why, “The best HR tech tool is the tool that fits the business purpose”, emphasised Gerald Lau, IHRP-SP and HR Director, Asia Pacific, wargaming.net.
As a focused effort to support the business teams, wargaming.net launched employee surveys through Qualtrics and real-time collaboration through Monday.com to generate the right, real-time data insights for better decision-making.
PROCESS-IMPACT-OUTCOME
Reiterating the need for a strong business case to leadership to ensure approval for any HR Technology investment, Nicole Poon, Head of Talent, Matchmove shared the process-Impact-Outcome (PIO) approach in detail.
Nicole also shared the details of the process and challenges while implementing Google Sites & Forms (for internal employee playbook); Darwinbox ( HRMS), and Intellect (for employee well-being) in her organisation.
“TRADITIONAL SOLUTIONS DO NOT DRIVE EVERYDAY PERFORMANCE…”
The importance of the “analytics and decision support” layer over the traditional Talent Management & Transaction Systems was highlighted by Prithvi Shergill, Chief Business Officer, KPISOFT.
He showcased how reliance on traditional solutions was no more a reliable driver for employee performance and and showcased the examples of Dubai Government and Sinar Mas Mining which have leveraged best-in-class, intuitive and user-friendly performance management solutions to drive significant stakeholder value and employee satisfaction / engagement.
PEOPLE ANALYTICS TO PRIORITIZE DEMANDS AND MONITOR PROGRESS…
When there is a structural change in the workplace (such as hybrid work arrangements, remote onboarding, need for greater talent diversity, reskilling), there is a strong need to help HR teams & Leadership to leverage data to prioritise their decision making and investments, emphasised CheeTung Leong, Co-founder & CEO, EngageRocket.
With the need to “do more with less”, People Analytics can help HR teams with the following aspects: Equip team managers with timely data to engage their teams; Monitor early flight risk due to remote onboarding challenges; and Identify skill gaps of employees to set them up for success.
SUMMARY
It’s the right and opportune time for HR teams to track and improve employee engagement at all stages of the employee journey, considering that business outcomes can significantly be enhanced through better employee engagement and performance management. There is a felt need to align and nudge individual and team behaviour with a strong data-driven approach and insights gleaned from real-time people analytics.
ADDITIONAL SOURCES
2020 Singapore HRTech Market Map
About the author:
Sriram Iyer is the founder & CEO of hrtech.sg, a Singapore- headquartered #hrtech market development and analyst firm. A Human Resources practitioner with over two decades of experience, he is also a Certified Strengths Coach and a passionate #hrtech advocate. In his career, he has played leadership roles with the Singtel Group Enterprise and Nasdaq-listed Cognizant Technology Solutions.
About hrtech :
Founded in 2018, we are a Singapore-based HRTech Analyst firm dedicated to facilitating Workplace and Workforce Transformations that drive impactful Business and HR outcomes. Our ultimate vision is to empower HR professionals to transform their organizations by seamlessly integrating technology and human-centric approaches.
From our very beginning, we have been committed to building a TECH-DRIVEN and DATA-CENTRIC HR ECOSYSTEM that empowers organizations to achieve successful Workplace and Talent Transformations, while enabling HR teams to evolve into Strategic Business Partners.
At hrtech, we recognize the paramount importance of adapting to the ever-changing demands of the modern workplace. Our unique value proposition lies in automating and digitizing HR processes to initiate a transformative mindset shift. By embracing our ecosystem, organizations can leverage the power of technology to streamline operations, enhance Business and HR productivity and efficiency, elevate employee experiences, and unlock their full potential.
Our comprehensive ecosystem serves as a catalyst for the digital transformation of HR functions, enabling you to optimize efficiency, foster innovation, and cultivate a thriving workforce amidst constant change. To facilitate this transformation and drive organizational success, we operate through our four distinct verticals of Academy, Advisory & Consulting, Marketplace Solutions and Talent OnDemand.
