| | December 2021MANAGEHRMAGAZINE.COM9that can be easily adjusted to volatile external circumstances. This help HR to accurately model what talent to hire­where, when and at what cost.· Talent acquisition and onboarding technology enables to deliver the right fit and a reduced bias. Many companies have moved away from traditional hiring channels to a multi-channel strategy that includes online job portals, internal referrals, and extensive collaboration with universities. In many cases, large parts of the recruitment and onboarding process have been automated to remove bias, improve efficiency, increase factual insights in candidate's quality and effectiveness and improve access to company information. A common shift, as part of raising the Employee Experience and Retention, is to automate, centralize and simplify the onboarding processes by making it standardized, accessible, intuitive, and user-friendly. There is a clear focus on designing a smooth employee experience using technology, ensuring that new employees experience an immersive culture even during times of a pandemic, when most people can't work in a physical office space.· Technologies drive an enhanced Employee Experience upon joining, resulting in enhanced engagement and retention. In the digital era, it is critical for organizations to demonstrate that they value their employees and help them succeed in their personal purpose and career goals. New HR products not only aim to improve HR operations and services but also create a compelling employee experience, around areas of personal rewards, flexible benefits, and health &wellbeing. Analyzing employee data has helped organizations better understand their workforce and its priorities, identify high-potential employees, decode the inner workings of a team, measure engagement, and even proactively predict and prevent turnover. The expansion of data analytics from just numbers and metrics to include behavioral insights has strengthened retention and helped HR leaders design relevant people policies.· Organizations can address skill gaps through effective learning and development (L&D) programs and leverage learning technologies for scale, such as Artificial Intelligence (AI, AR/VR and Blockchain). Technology can enable the development function to be agile. It can help integrating learning delivery processes and standardizing systems' processes, whilst creating a personalized and continuous learning environment. This enables learning quickly, efficiently and in a cost-effective manner, based on real insights of the workforce. With an increasing millennial, digital savvy workforce, Mobile Digital learning offers a low-cost solution and provides easy access anytime-anywhere, and just-in-time. As an added benefit, this form of learning offers off the shelve LMS's to individualize the learning experience by creating personal learning experiences in an automated way. Through technology, we can make learning into an exciting social and interactive virtual experience, even if teams ­ due to a pandemic ­ only can virtually meet. For instance, through gamification, where learning of relevant skills is being presented in the form of small, multiplayer games complete with leaderboards. Another way this can be leveraged is through social learning, where individuals or teams are encouraged to interact through forums to work collaboratively to solve business problems. Making these discussions virtual and accessible through technology to the broader organization, can result in the creation of small learning circles with experts throughout the company who can be used to solve problems in areas beyond their day-to-day jobs.Times of volatility and change require rapid adaptation and growth of workforces in order to deliver successfully in the `new normal'. So, whilst today's challenges are putting pressure across organizations to weigh all their investments to ensure survival in the current, long-term thriving can only be created by the right investments now in people technology. This will allow a business to strategically understand, engage and inspire the talent they need and want to have, to be successful - now and in the future. As conventional business rules have become less reliable, organizations must focus on their most vital asset to ride through the impact of the pandemic and the digital wave of disruption: their number one priority ­ their people.
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