Today’s HR and business leaders need to be aware of individualized needs based on the specific context of an individual learner. Personalized and contextual training is going to be the next big wave in learning technologies where ‘Context is king’.
With access to high-speed internet, employees are able to garner information about what they need to excel at their work.
Royal Enfield, the famous motorcycle brand, and a unit of Eicher Motors, was spread across locations, with a workforce comprising people from different backgrounds, and with varying levels of skills. The biggest challenge was to manage people across locations and levels, collate data and maintain its sanctity. Doing it all manually on excel sheets was tedious as well as risky.
75% of all ERP or digitalization implementations fail, says a study by Gartner. “The main reason for that is because companies don’t have defined goals,” says Prakash Rao, Founding member, and Vice President – HCM.
If companies want to make the most of their investments, they need to define systematic steps.
50% of employee queries remain unanswered even after 24 hours.
30% of an employee’s tasks often get delayed due to dependency on others.
20% of an employee’s productive time is spent in coordinating or managing work-life related transactions.
The modern-day workforce is diverse and distributed – they include employees from various backgrounds, geographies, and most importantly, mindsets.
“Smart people learn from their mistakes. But the real sharp ones learn from the mistakes of others.” – Brandon Mull, Fablehaven
How paradoxical it is then, that most organizations prefer to cock a snook at those who stumble and think it will never happen to them. And then it does.
The basic problem is that we all think we are impervious to adversity or setbacks so unless we make our own mistakes (and subsequently learn from them), we assume ourselves to be amazingly insulated against such events.
When smartphones burst on the scene sometime in 2007-2008, they chopped, kicked and body-slammed their way past the feature phones market and established themselves as the champions of the mobile world. That was probably one of the best examples of Technology Disruption that we have ever witnessed as a global phenomenon.
User experience is the key to how much employees are able to benefit from a digital system or an HR technology solution.
Experience is what determines whether someone continues using something or not. Marketers, entrepreneurs, business strategists, designers and professionals, across domains, keep end-user experience at the core, while striving to be the best.
If you are an HR tech startup in the initial stage in India, you are well versed with the challenges that come along while selling in a competitive space. With so many vendors targeting the same community of HR professionals, HR tech startups face immense competition in landing customers and building a continuous stream of revenue.
Change is the only constant. And it is technology that is at the forefront of driving change at the modern day workplace.
Although machine learning seems like a recent buzzword in technology, did you know it was first coined in 1959 at IBM? At that time, machine learning was defined as a way to give “computers the ability to learn without being explicitly programmed.”
Companies operating in the era of ‘Business 4.0’ cater to a multi-generational workforce that is spread across geographies – with employees working virtually at a time that is convenient to them. In this context, communication no longer moves through a chain of hierarchy, if companies need to make the most of digital opportunity, they need to break through information silos.