Today’s consumer experiences allow audiences to deeply personalize what they consume and how they consume it. Subscribers can change their Netflix avatars and customize their Watch List in a click, thus informing future movie and show suggestions to fit their preferences. People can create cartoon versions of themselves, Memojis, on their iPhones to personalize messages.
Robotic process automation (RPA) brings robots and technology into human processes. Often, RPA substitutes repetitive, time-consuming, tedious tasks that employees face each day to get their jobs done. It has a lot of proven benefits for HR, especially considering the common tasks that HR employees must perform to complete processes. The decision then comes down to investing in an RPA-specific vendor or investing in technology with built-in RPA capabilities. In this post we'll explore the pros of solutions with built-in RPA capabilities, but first let's discuss why HR should be thinking about RPA in the first place.
An HRIS implementation is a tremendous undertaking—both in the time commitment and cost. It may seem too overwhelming to take on anything else, but it’s actually an ideal time to think about other areas of HR that could benefit from new technology, such as how HR serves employees. An HRIS implementation in conjunction with another HR technology implementation can actually improve team productivity and organizational effectiveness.
An organizational transformation can be quite complicated and take many years to accomplish. Finding the right balance of change effectiveness and impact is tricky but essential to successful transformations. The first question many organizations ask is, “where do we start?”
Today, several organizations have shifted their resources or technology investments to make a positive impact on the employee experience. For most companies, this usually means new perks and programs such as free lunch, new hire buddies, flexible time off, and training resources. While all these efforts are valuable, not every employee will be impacted by them in the same way. This is especially true for managers. They have a unique set of needs, but the manager experience is often overlooked when thinking about employee experience.
Today, many areas of business rely on strong analytics to set the course for the year and track performance of teams and individual contributors. Sales teams lean on dashboards to determine the percentage of opportunities won. Customer Success teams use analytics and performance metrics to share successes and areas of improvement with clients. Event teams track attendee participation and follow their journey through to sales.