The benefits of flexible work options appear to be an effective employee engagement strategy. But this has also sparked an urgent call to connect the dots between scattered and siled HRM processes, employee data, workforce analytics, and learning management systems.

According to research by the Oxford Institute for Economic Research and the Society for Human Resource Management (SHRM) sponsored by SAP, 35% of midsize companies in India plan to stagger the number of employees in the workplace to at the same time for the foreseeable time. future. However, the study shows that people are increasingly concerned about the need to invest in and adopt specific technologies more actively to stay competitive with their peers and larger competitors.

For companies with limited resources, funds and time, this gap in employee experience can be excruciating. The need for short-term drastic change often takes precedence over the long-term talent strategy. At the same time, there is little energy and money to invest in advanced applications, such as guided decision-making and process automation, which provide the fast, informed, and humanized daily work processes your employees need.
So, how can a growing company provide employees with the tools they are willing to use in an economically feasible way? As demand increases, the work experience is gradually modernized through cloud solutions.

Progressive modernization drives employee success
A good example of this approach adopted by medium-sized companies in my area is PI Industries in Gurgaon. With a growth of more than 30% within a year after a major acquisition, the company has a rapidly expanding workforce and needs to integrate many legacy systems and different organizational cultures.

In order to standardize processes, increase transparency, and improve employee experience, PI Industries integrated its human resources processes into a common cloud-based human resources platform. This decision replaced various local systems and manual processes, and provided a central repository, a single source of information, and improved reporting capabilities for all employee data.

By transitioning from little control over hiring, onboarding, and other HR activities to a fast, paperless, unified, and highly transparent experience, PI Industries is better able to resolve the gaps in its HR processes. Companies can identify skills gaps, implement specific training to strengthen capabilities in key areas, and significantly cultivate talents. Furthermore, the review was completed on time and approximately 50 new employees were hired every month, including during the COVID19 shutdown restrictions imposed by the Government of India.

This cloud-based approach enables growing companies like PI Industries to commit to an ongoing transformation strategy that puts the needs of their employees first and foremost, an important asset and competitive advantage. No, this does not mean that they need to implement 200 new features and tools and 15 different ways to personalize their user experience as a large company.

Although new ways of working require new skills and digital capabilities, employees still want to complete their work in a more agile, flexible and efficient way, regardless of their location, type of work and personal circumstances. A complete solution is needed, but it must scale with changing business needs, expanding growth, and changing demand to cope with fluctuating bandwidth, changing limitations, and ever-increasing restrictions.

Then, under the guidance of the partner, the organization can determine the capabilities and solutions required and the best time to adopt these solutions to take advantage of opportunities and significantly reduce risks. For example, partners can develop a digital transformation roadmap to help ensure stable and scalable solutions to meet the company’s strategic goals. In addition, they can support the standardization of processes and the simplification of operations across the organization, while coordinating and digitizing end-to-end processes in all functional areas.

Gradual maturity of digitization drives continued growth
Most companies can be satisfied with their current technology and their ability to adapt to changing work environments. However, the arduous task of recovering from the pandemic in the coming months and years will require more. For most mid-sized companies, this challenge means bridging the digital divide created by deploying applications used by competitors and addressing short-term specific needs.

By taking a long-term view of digital transformation and incorporating cloud technology, companies can build a foundation to adapt to changes in demand, stabilize operations, and limit disruption. Then, over time, the work experience employees want and need will be provided anytime, anywhere at their own pace.

Discover key actions to drive growth through employee development plans and the active adoption of digital technologies to stay competitive in the coming years. Read the Oxford Institute for Economic Research and the Society for Human Resource Management (SHRM) document “Building the Future of Work: How HR leaders in mid-sized companies can take advantage of the lessons of disruption” sponsored by SAP.

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