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How Technology Engages a Multigenerational Workforce, Part 2 Of 2 Printer friendly format
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Cartoon image of computer screen and keyboard with people stepping out of the screen onto the desk.In our previous article, we discussed the challenges of meeting the varied needs and expectations of a multigenerational workforce and the cost that comes when that workforce is not fully engaged. Here are three areas where good human capital management (HCM) technology strategy and implementation can make a real difference:

1.  Recruiting
 
Recruiting is an area where technology and user experience play a critical role in getting your engagement efforts off on the right foot. A recent survey found that 20 percent of job seekers would give up on an online application if they couldn’t complete it on a mobile device. And although 70 percent of job seekers are interested in applying for a job via smartphone, only about a quarter of large companies surveyed have optimized their hiring process for mobile devices—a significant gap that all employers should look to close.
 
Improving the user experience and efficiency of your hiring process eases the demand on managers and ensures that good candidates don’t get lost in the process. In addition, the use of prescreening tools can help get to the short list of best-fit candidates so that hiring managers and recruiters spend their time efficiently. Alerts, notifications and automated workflows can also make the process easier and more efficient while keeping everyone involved on-task.
 
2.  Performance management
 
Performance management drives engagement for the entire workforce.
 
Managers should provide employees with continuous feedback instead of the traditional approach of annual reviews or when discipline is necessary. When employees know how they’re doing—and how their ongoing activities align with corporate goals—they perform at a higher level and stay with an organization longer.
 
HCM technology provides managers with the tools to provide ongoing feedback on employee activities connected to goals and key performance indicators, and to promote ongoing performance development, manage compensation and stay on top of learning and development to advance skills. Providing all of this with an easy-to-use, mobile interface helps create a more engaged, motivated and productive workforce.
 
3.  Scheduling
 
When employees have access to flexible scheduling tools to manage their working hours, companies see a significant impact on performance, engagement and retention. Today’s HCM solutions can help organizations involve employees in the decisions around when they work, through tools like shift swapping. These and other self-service tools increase flexibility for employees and relieve managers from the burden of frantically filling open shifts at the last minute. Findings from a recent Aptitude Research Partners study showed that organizations that offer shift-swapping capabilities, no matter what the industry, were 55 percent more likely to indicate they had higher than industry average levels of engagement and 53 percent more likely to indicate they had below average turnover for their industry.
 
Why tech requires new processes
 
When thinking about each of these areas where HCM technology can help improve the user experience and increase employee engagement, it’s critical to remember that even the best technology may fail to yield results if the processes behind it have been ignored. Process improvements go hand-in-hand with technology investments.
 
Organizations looking to implement new HCM systems should always consider why the current workflows are in place and how, if at all, they can be improved upon. They must also decide whether to leverage a unified platform inclusive of HR, workforce management and payroll or seek out best-of-breed solutions for each functional area. The former will provide a single source of truth that provides a well-rounded picture of people trends based on workforce data, while the latter may require deep specializations to maximize the value of any investment.
 
Leading companies work hard to deliver a superior customer experience to attract, engage, retain and cultivate customers and clients. Organizations must apply a similar lens to their workforces, looking for ways to make the employee experience easier, rewarding, more transparent and professionally fulfilling, regardless of their generation.
 
 
 
 
 
Content reprinted with permission from Ragan Publications. Original article published 08-07-2017
 
Author: Richard Delponte