工人的角色和职责已经在冠状病毒大流行关闭之前转移。然而,现在,由于对面对面工作的持续不确定性以及技术驱动的劳动力的兴起,人力资源(HR)专业人员不得不在招聘和重新培训阶段重新配置某些职位。随着公司的调整和业务游行,雇主正在设置入职以及对以前的,新或重新构想的工作的“重新登录”过程。

Equipping a workplace with the right technology to accommodate this shift and match people with applicable skill sets to new jobs and new requirements will be key. From online training to a comprehensive dashboard that enables employers to stay up to date on worker information, technology can help deftly manage employees and the COVID-19 crisis. But software that can help streamline this growth is only part of the solution. Employers also must consider other key factors, such as:

    • 长期策略。
    • 一种personalized candidate experience
    • 计算机和人类评估。
    • Internal mobility.
    • 及时雇用决定。

一种human capital management(HCM) platform can help an organization stay on top of immediate pandemic-related needs like rapid onboarding, along with establishing long-term strategies, personalizing the candidate experience, managing computer and human assessments, overseeing internal mobility and alignment of skill sets, and making timely hiring decisions. Simply put, an HCM solution can enable an organization to not only survive but thrive in these unprecedented times.

Enabling Meaningful Work

When it comes to new and reimagined jobs spurred by the pandemic, some positions may already be new or reimagined, but others might not undergo significant changes for a couple of years. Therefore, the notion of meaningful work could take on a new meaning. Through an HCM platform, an employer can:

    • 设定期望并使员工能够在灵活的工作时间表的帮助下与他们联系。
    • 确保工人的角色是新的或重塑can connect with peers to share thoughts and ideas.
    • Provide frequent feedback and教练赋予员工能力并提高生产力。

所有这些功能都可以加强工作意义,无论是新工作还是重新想象的工作,还是保持不变的工作。

由于组织努力确保工作对每个人都有意义,因此,HCM解决方案可以保持分散的劳动力联系并培养共同的目标和协作愿景。也许更重要的是,HCM技术可以使社交互动在大流行期间及以后充满活力,从而使员工具有归属感和参与感。

HCM解决方案使雇主能够在短期和长期目标上保持一致,从而提高他们的职业愿望和业务的底线。这个过程也可以为有意义的工作做出贡献。

新角色的入职和重新登机

一种s it relates to reimagined jobs in particular, H. James Wilson and Paul R. Daughterty of Accenture recently noted in aHarvard Business Review article除信息技术(IT)部门外,人力资源部门还必须注意即将到来的创新浪潮artificial intelligence (AI)。这项创新将自动化一些任务,但文章的作者强调,“更大的机会将围绕增强和扩大人类生产力和创造力。”

This opportunity will require HR and other departments to review the tasks current roles perform; uncover tasks that would benefit from AI; and unleash technical and non-technical workers to innovate more quickly, in potentially reimagined roles. Once they’ve completed that review, it’ll be up to HR professionals to ensure that job candidates meet these new specifications and to train employees who are onboarded or reboarded on any reimagined tasks.

HCM平台可以处理许多与重新想象的工作有关的繁重工作。例如,HCM平台有助于以人才,开发和管理的才能,这可以改善新雇用或重新雇用的人将在重新构想的角色中蓬勃发展的几率。对于employee engagement以及HCM平台的学习功能。这种功能可以帮助员工适应并成长为重新构想的工作,从而提高组织保留这些员工并增强其生产力的能力。

您为什么不应该通过技术的帮助释放重新构想的劳动力的力量?毕竟,技术很可能是许多重新构想工作的关键组成部分。“虽然Covid-19的大流行是一个艰难的时期,但也可能是一个前所未有的创造力的时期,” Ravin Jesuthasan,Tracey Malcolm和Willis Towers的Tracey Malcolm和Susan Cantrell在哈佛商业评论文章4月份出版。“围绕当今具有挑战性的商业环境的限制重新构想可能会加速工作的未来,并在何处,何处和谁完成工作方面开辟了新的和创新的方式。最终,这可以帮助我们在组织中建立更大的韧性和效率,并帮助人们生活更健康,更可持续的生活。”

From onboarding to training, an HCM platform can be a crucial building block in achieving greater resilience and efficiency in your ever-evolving organization.

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