Understanding Innovation in HR
Innovation is a very real need in Human Resources. And, it doesn’t just relate to the HR department, but also the interaction between an organization’s workforce and each department. HR innovation refers to the implementation of new tech, ideas, and methods to meet the ever-evolving demands of a business.
This is how innovation is helping current and future needs in various HR functions:
- Learning and development (L&D): Real-time learning is now possible and available within organizations
- Talent management, Applicant Tracking Systems (ATS): Hiring managers and recruiters can use talent management dashboards to achieve a comprehensive overview of the available talent pool
- Performance management: Managers and their employees can receive and provide continuous feedback with innovative performance management technology.
- Educational tools and resources you need to stay ahead in the game
- Recruitment innovation: Machine learning and predictive analytics can be employed to predict whether a particular job ad will appeal to a certain type of candidate.
- Onboarding: Onboarding apps are being used by several Fortune 100 companies, like Deloitte to organize everything required for making onboarding easier.
Engagement and productivity are the two biggest differentiators of successful and high performing organizations. Unfortunately, engaging your employees to enhance their productivity is easier said than done. One size fits all approach rarely works when it comes to enhancing the employee experience.
Everyone uses apps to fulfill personal needs. It was only a matter of time before they made their way into professional lives as well. Employee personalization has taken a whole new meaning with dedicated apps and software. Employees now demand the freedom to choose their enterprise apps.
Online platforms are trending towards intelligently personalized experiences. Several developers are offering centralized applications that make use of augmented intelligence to feed personalized information and data tailored to an employee’s specific needs.
Personalization in terms of software ecosystem is gaining widespread popularity with more and more organizations allowing their employees to pick and choose the apps they need for work. This has compelled software companies to make sure their apps collaborate with others seamlessly for an enhanced experience.
Modern workplace communication is reshaped by advances in technology. The arrival of social networking sites, smartphones, and chat apps has pushed communication to a whole new level. Management-subordinate, co-worker, and management-management communication have become instantaneous, fast, collaborative, unified, and deliberate.
With innovative solutions, employees can now collaborate with each other in real-time. They don’t need to rely on texts, emails, video chats, or conferences. There are several software systems that allow employees to work on the same project at different locations and communicate with each other in real-time.
Technology has allowed people to connect with each other anywhere at any time. This has brought a higher level of flexibility with communication between co-workers, employees, and managers. People can connect easily with each other. Innovation has brought about a higher level of mutual understanding, teamwork, and bonding between workers.
This also allows managers and leaders to stay in touch with their employees better. Increased collaboration because of advanced communication tools helps in keeping clients updated with project progress and performance.
Employee Engagement Software
Employee Engagement software is aimed at assisting supervisors and managers to maintain employee awareness of organizational culture. It is also designed to increase the level of investment an employee makes in the company. This software has gained immense popularity in recent years since a higher engagement level directly correlates with a lower turnover.
Companies with high employee engagement rates were 21% more profitable than their direct competitors as per a 2017 Gallup report. Few companies see employee engagement as a means of increasing the efficiency of training and increasing sales.
Using a technologically advanced platform, employers can request real-time feedback from employees and analyze results to set goals for improving overall engagement.
Mental Health Coaching
Employee mental health is more important than ever with the current global workforce struggling with poor work-life balance, dynamic professional demands, and a prevailing stigma associated with talking about mental health. Many organizations are taking a dedicated approach towards improving the mental health of their employees with open dialogues and mental health coaching.
Innovation has found an interesting niche in the field of mental health coaching. While no AI has been developed yet to carry out the tasks of a human coach, various software companies are getting there. In addition, platforms used by coaches have also evolved.
Mental health coaches can now pick from a variety of tools and resources to help their clients in the best way. For instance, online mediums have gained widespread prevalence in allowing busy employees to seek mental health coaching.
Mental health coaching software allows coaches to better support their clients through instant messaging, video chat, and online content and resources.
In the current scenario, financial worries, remote work, and homeschooled children are placing a great deal of pressure on the most consistent workers and affecting their performance. There are several apps that can help employees not only locate mental health resources, but also reduce the burden on supervisors that are not equipped to deal with struggling employees.
Gamification Tools in HR
Gamification has become a highly popular concept and is being used more widely than ever. Gamification refers to using game techniques and principles in a non-game context. When used in an organizational setup, it helps in engaging employees in unique and exciting ways.
Gamification has mechanisms for feedback, fun, and recognition, all the while improving collaboration among team members or departments.
According to Karl Kapp, a professor at Bloomsburg University, gamification tools are of two broad types:
- Structural gamification
- Content-based gamification
Structural gamification involves those gaming elements that are added to existing content. These are done in order to help people move through a certain process. These can involve various tools, such as leaderboards, badges, or points, among others.
Content-based gamification involves transforming the content into a type of game. However, they must keep business objectives at the forefront. Such tools of gamification are also called “serious” games.
Gamification tools allow employees to better get a better understanding of the organizational culture.