How HR Technology Can Boost Your Employee Experience
Employee experience is how your employees perceive and interact with your organization throughout their entire journey, from applying for a job to leaving the company. It covers various aspects of the work environment, such as culture, values, leadership, recognition, feedback, learning, development, and well-being. It is vital for any organization, as it influences employee engagement, retention, productivity, innovation, and customer satisfaction. A study by found that organizations with highly engaged employees outperform their peers by 147% in earnings per share. Another study by Deloitte revealed that 80% of business and HR leaders rated employee experience as important or very important for their success.
However, creating a positive and consistent employee experience is challenging, especially in the era of digital transformation, remote work, and diverse workforce. As there are many advantages of technology in human resource, HR professionals need to leverage technology to design and deliver employee-centric solutions that can meet the changing needs and expectations of their employees. In this article, we will explore how HR technology can boost your employee experience in different stages of the employee journey, such as recruitment, onboarding, performance management, and career development.
- Recruitment
The recruitment process is the first touchpoint that a potential employee has with your organization. It is also the first opportunity for you to showcase your employer brand and value proposition. Therefore, you need to make the recruitment process as smooth, efficient, and engaging as possible for both the candidates and the recruiters.
● Using artificial intelligence (AI) and automation to streamline and optimize the sourcing, screening, and scheduling of candidates. For example, we use karam.ai to find the best-fit candidates from a large pool of applicants, based on their skills, qualifications, and fit with your culture and values. Also using automation to save time and reduce errors throughout the process.
● You should use digital communication and collaboration tools to conduct online interviews and assessments. For example, you can use video conferencing, chatbots, and online platforms to connect with candidates from anywhere in the world, without compromising the quality and effectiveness of the interviews.
● Using gamification and feedback to enhance the candidate experience. For example, you can use gamification to make the recruitment process more fun and interactive by incorporating elements such as challenges, rewards, and leaderboards.
Read : The Role of Feedback in Professional Growth
- Onboarding
The onboarding process is the second touchpoint that a new employee has with your organization. It is also the first impression that you make on the new employee. Therefore, you need to make the onboarding process as smooth, comprehensive, and engaging as possible for both the new employee and the organization.
● Using segmentation and personalization to tailor the onboarding process to the needs and preferences of each new employee. For example, you can use segmentation to group the new employees based on their roles, locations, backgrounds, and interests. You can also use personalization to customize the onboarding content, activities, and support for each new employee, based on their learning styles, goals, and expectations.
● Using analytics and pulse surveys to monitor and measure the onboarding progress and effectiveness. For example, you can use analytics to track and evaluate the new employees’ performance, engagement, and retention.
At Meraqui, we use karam.ai for automated, contactless onboarding and help companies reduces backend team cost and turnaround times by up to 45%.
- Performance Management
The performance management process is the ongoing touchpoint that an employee has with their manager and the organization. It is also the key driver of the employee’s growth, development, and motivation. Therefore, you need to make the performance management process as continuous, transparent, and constructive as possible for both the employee and the manager.
● You need to streamline and optimize the performance review and appraisal process. For example, you can use AI to collect and analyze data from various sources, such as goals, feedback, ratings, and recognition, to evaluate the employee’s performance and potential.
● Now to enhance the employee’s performance and engagement you can use feedback to provide timely, specific, and actionable feedback to employees, which can help them improve their performance and development.
- Career Development
The career development process is the long-term touchpoint that an employee has with your organization. It is also the main factor that influences the employee’s retention, loyalty, and satisfaction. Therefore, you need to make the career development process as clear, flexible, and supportive as possible for both the employee and the organization.
● Offering training, apprenticeship programs in order to help them gain practical knowledge. For example: Meraqui, as the registered facilitator of the NAPS and NATS scheme, help the candidates find suitable apprenticeship opportunities, enroll in the online Apprenticeship Portal, and complete the training as per the prescribed standards and curriculum.
● Creating a culture of continuous learning is essential for upskilling your existing workforce. Encourage employees to take learning as an integral part of their careers. It will create a supportive and motivated working environment.
To sum up, employee experience is a vital factor for any organization’s success and sustainability. HR professionals need to leverage technology to design and deliver employee-centric solutions that can enhance employee experience in different stages of the employee journey.
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