Reskill, Upskill And Thrive: A Strategic HR Response For Medium-Sized Organizations
In a time where a week of disruption can ignite months of change, HR professionals from medium-sized organizations are facing perhaps one of the most stressful times of their careers. Every decision – from employee health and safety and new work experiences to talent realignment and the financial wherewithal to cover payroll – impacts the overall organization more now than ever before.
While balancing short- and long-term HR needs is unquestionably difficult, it is also an opportunity to elevate the strategic role of HR. Navigating local realities, individual employee needs, and an unpredictable economy require a long-term strategy for increasing workforce and organizational resilience, especially as daily operations continue to evolve. Building up the skills of a motivated workforce HR leaders always have a million questions about their workforce. But lately, these concerns seem more pressing as they confront increasingly complex and urgent workforce issues – especially as the scope and scale of workplace uncertainty rage on.
Based on a joint study by Oxford Economics, The Society for Human Resource Management (SHRM), and SAP, there has never been a better time to modernize training programs. The report cites that three-quarters of surveyed employees worldwide are more motivated to improve their technical or professional skills as a result of COVID-19. HR leaders should address this mandate with meaningful learning experiences that encourage employees to stay, remain engaged, and continuously grow their skills to move forward on their career path. Preparing for the future with a modern, more inclusive approach to learning During this year’s SuccessConnect virtual event, I was blown away by how HR organizations are embracing this challenge as their medium-sized organizations cope with extraordinary change. The event featured many HR leaders who are providing the foundation needed to boost productivity, confidence, and engagement among employees working remotely, on site, or in a hybrid arrangement. One prime example is Eurofragrance. The company’s seven-person HR team replaced its disparate on-premise systems and manual processes with a standardized cloud solution to manage and develop more than 400 employees across seven countries. Eurofragrance’s approach provided organizational managers with a master repository of employee data. This information provided increased visibility into existing workforce skills, enabling managers to align employee performance and development goals with the business strategy through clearly defined objectives and outcomes and frequent check-ins. With access to a mobile app and intuitive collaboration tools, employees enjoy 24x7, self-service access to the expertise, opportunities, and peers they need to succeed. Meanwhile, organizations such as Pegasystems recognize that employees can only be fully engaged when their learning and development needs are fulfilled, no matter where they work. Pegasystem’s HR organization implemented a cloud-based HR solution last year. As the pandemic began to impact every employee with a new work-from-home experience, adoption of the HR solution increased. Throughout this time, Pegasystems discovered that there is no clear-cut answer when engaging and developing the workforce because every employee faced uniquely individual circumstances. But once the company began to leverage data and intelligence to tap into employees’ specific needs and wants, the HR team was able to create personalized skills paths and learning experiences that delivered value to each individual and the organization overall. Fostering a culture of employees that is ready to move forward A lot can be said about brands that give their workforce the same value as their most important customers. By replacing the outdated hire-versus-develop mentality with a mind-set focused on reskilling, upskilling, and promoting from within, medium-sized organizations are well-positioned to outlast any disruption and seize the moment a recovery emerges. This Article Originally Source is From : https://www.forbes.com/sites/sap/2020/11/19/how-the-holiday-shopping-experience-will-be-different-in-2020and-what-it-means-for-frontline-staff/?sh=51bb8fca6e8e |
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