7 Ways HR Technology Boosts Employee Engagement

7 Ways HR Technology Boosts Employee Engagement Employee engagement has come under the spotlight in recent years as more companies see the need to increase long-term profitability in a saturated marketplace. Regardless of the size or industry, every business must have a highly engaged workforce if it wants to succeed. Employee engagement means that individuals at all levels of the organizational chart feel confident and content with the work they perform each day. Without this consistent experience, companies are unable to retain top talent, ineffective in recruiting for the long-term, and ultimately, less profitable than they otherwise could be. Human resources departments are often tasked with maintaining or improving employee engagement, but this has become more challenging to do through traditional methods. The influx of technological advancements in the business realm has proven beneficial in increasing employee engagement across the board, so long as HR managers and staff understand the tools available and how to implement them correctly. Here are seven ways HR technology can be used in practice to boost employee engagement in the short- and long-term. 1. Employee Education It is difficult for employees to feel engaged with the company they work for or the tasks they complete each day if they do not have the appropriate skills and education over time. In fact, a recent study reveals that 87% of younger workers state personal and career development is an essential component of a job, and this boils down to employee education and training. HR technology solutions that revolve around mobile learning, professional and personal development courses and job-specific skills education can make all the difference in creating a more engaged workforce for nearly all companies. 2. Internal Communications The business environment today is experiencing a drastic shift in communication not only externally with customers and clients but also among employees and managed internally. Today’s workers want quick and efficient ways to connect with their peers and supervisors on important facets of their jobs. When this is lacking, there is a high probability that employees feel less engaged with the organization and ultimately they work they are tasked with completing. Tapping into the power of HR tech with messaging applications, intranet solutions, and connected project management platforms gives employees simple and efficient ways to communicate with team members and leadership. 3. Career Pathing Another area of improvement for employee engagement is career development. Similar to the education gap, many employees are disengaged in their work because they are not able to see what the future holds for their position or higher level positions within the company. Designing and implementing career pathways for employees at all levels is a necessary step in boosting engagement. HR departments can use career pathing software that offers well-defined career pathways that employees can use quickly and effectively to design their career trajectory. 4. Managing Employee Performance It is helpful to have a technology solution that aids in career pathing that also integrates with performance management needs. In recent years, performance management software solutions have come into play to assist with several components of HR operations, all which feed into employee engagement. The right performance management tools help HR departments monitor and share performance metrics over time, as well as identify opportunities for improvements among employees. Job accountability monitoring, relevant training recommendations, and ongoing performance reviews can all be managed in a single location with performance management software solutions. As these crucial components of performance management are delivered over time, employees feel more engaged with the organization and their work. 5. Big Data and Analytics Many HR departments are now leaning on big data and analytics to help with employee engagement. The countless software programs and platforms designed specifically for HR teams collect a substantial amount of data that can be used to measure the progress of specific employees or larger teams. This information can then be shared easily with employees to highlight what’s working â€" and what’s missing the mark. Employees who have a firm understanding of company progressâ€"thanks to accurate dataâ€"are likely to be more engaged. 6. Efficient Scheduling More employees are intently focused on creating and sustaining a balance between work and personal life, but companies struggle with how to encourage this on a consistent basis. Several technology tools are built specifically for this purpose, with some focused on delivering flexible scheduling platforms and other incentives for the use of vacation or personal days. Combining these technology solutions with an efficient communication platform helps employees see the commitment companies have in creating work-life balance across the board. 7. Employee Recognition One of the most important aspects of increasing employee engagement is the real-time recognition of a job well done. Most of the HR technology solutions already mentioned make recognition easier through performance management, training initiatives, and effective communication. However, HR departments may also use specific recognition technology platforms that also provide some level of reward for employees who are excelling on the job. A robust HR technology stack leads to a far more engaged workforce over time, which boosts profitability for the long haul. Combining these tools to create a positive experience for employees gives organizations a better opportunity to attract and retain top talent who appreciate the company and are encouraged to do their best work every day. About the author:  Anna Smith is the chief editor of TalentGuard, a Predictive Development Company that transforms talent management with the power of cognitive and predictive cloud software. Anna has been working in Human Resource Management for years and has later specialized in HR tech, which is nowadays thriving and developing as a key field. She is passionate about how technology changes the HR world and the operations of every level of the company.

How AI and Automation Will Impact Recruiting

How AI and Automation Will Impact Recruiting There’s a lot of noise and concern about how artificial intelligence and automation will impact business as we know it. As automation begins to eliminate unskilled labor, it marks just the beginning of a workforce revolution that will transform every aspect of how organizations function and how work gets accomplished. For recruiters, the impact of automation and AI will impact the role of recruitment as well as how talent is assessed. For many, the skills gap is becoming wider and today’s world requires a workforce that constantly engages in learning from soft to hard skills. Automation marks the age of self-responsibility. Talent must take control of their own careers while recruiters need to possess a learners’ mindset. Recruiting became clearer Recruiters and acquisition specialists need to be able to clearly assess the critical skills needed by talent. Creativity, problem solving and analytical skills are at the top of the list as the most desired abilities. As automation and artificial intelligence becomes commonplace, corporations will undergo disruption from the top down as they make the necessary organizational changes and adjustments. Entire departments will be eradicated or refocused to meet the new workplace needs. Keep in mind, automation even threatens C-suite roles. Work expectations will be transformed at every organizational level. While some speculate automation will usher in the end of work for most people, we expect it will actually transform most jobs and the needed skills. The new environment requires talent to continually engage in learning and developing their skill sets to remain relevant. Everyone’s job being re-engineered Will automation eliminate unskilled labor? Yes. People who perform repetitive tasks can assume their roles will be eliminated, as will most positions across the service industry. But what about tech? It’s going to have a huge impact on developers and technical roles who will likely see machines take over much of what they do. Some suspect coding will become obsolete as a profession in a few years. This means being nimble, hiring trainable or retaining learning oriented workers will become critical. New positions will emerge and job titles will shift. Recruiters will look for people who demonstrate both resilience and agility to plug into roles more than ever. Learn something every day to be competitive and relevant We will see the need for a skilled workforce that is teachable. Even for CEOs, it means more education and a willingness to continue to learn at just about every level. For some individuals, this means going back to school for an MBA or PHD. For others, it means MOOCs or in-house corporate training and coaching. We expect coaching will take on a much larger role in corporate culture. Recruiters will have to work across departments playing the role of facilitator and chief architect. They need to possess of comprehensive understanding of what will be required of leadership roles, the needed adaptations and skills, as well as a handle on succession planning. Recruiters need to understand how talent are  evolving Recruiters need to be continually learning and be able to make good judgments on the various types of training programs and then translate what they mean in terms of skills and qualifications. More resumes will emerge from the “perpetual student.” These individuals continue to learn instead of taking long breaks to attain an MBA. They are constantly enrolled in classes because they understand that the emerging world requires constant training to keep on top of technology. There will be less separation between formal schooling and work, as people continue to learn while working. MOOCS will be a vital resource. The ability to assess the quality of the classes that can impact the role they’re hiring for will become critical. Recruiters need to be able accurately assess the resumes of such talent. Human intelligence remains essential Most positions will eliminate the need for routine and redundant tasks and become more reliant on data for making decisions. There’s been a lot of discussion about the emphasis on skills such as critical thinking and problem solving, as well as the ability to master interpersonal relationships. In part, because these skills take on a more prominent importance in an increasingly technical world.  There’s a growing awareness that in light of our increasing technical and technology driving work environments the human touch becomes more vital to counterbalance the impact of technology. Today is the era of organizations that can adapt and renew For recruiters, the hiring process requires searching for talent and making selections based on demonstrated interpersonal and leadership skills now more than ever. The ability to lead automated organizations is becoming a competitive differentiation when hiring talent. A softer management side is also a sought after trait. As organizations work to understand how to best balance a working environment that completely relies on machines to do much of the routine as well as data based tasks and more, new management skills become paramount. C-suite needs to manage not only humans but also machines and their integration into work while keeping the company on track with targets, goals and objectives. We’re building organizations capable of self-renewal. The hiring process must account for how roles change as a result of automation and more, as well as anticipate what is coming in order to continue moving the hiring process FORWARD. About the author: Caroline Stokes is the  Founder of Forward  Human Capital Solutions. She is an executive career coach and headhunter.

Ad Agency Uses Video Game to Screen Job Applicants

Ad Agency Uses Video Game to Screen Job Applicants Remember those times when your parents screamed: Stop playing that stupid video game, it wont get you a job! They never did that? Well, at least mine did! Now, here is a reputable ad agency Saatchi Saatchi Israel, who will be using Diablo III the video game to screen job applicants. Agency CEO (and level 60 Barbarian) Yossi Lubaton will wait for candidates at a certain time every day. They can play against him, showing off their game skills, and at the same time, will answer a series of professional and personal questions to see if theyre a good fit for the job. Whoever does well scores the Warmonger Sword, gold, and will be summoned for an interview with Lubaton. Lubaton’s strategy makes sense: Likely candidates will be on  D3  anyway. But it’s also pretty savvy marketing by the agency. Either way, it’s a nice change of pace from the usual, “Where do you see yourself in five years?” style of traditional interviews. SEE ALSO: 10  Oddest Job Interview Questions 0

The Perfect Pair Finding Trainers Which Suit Your Style -

The Perfect Pair Finding Trainers Which Suit Your Style - A pair of trainers can easily make or break an outfit. As companies get more and more creative with footwear like this, trainers are becoming more of a statement piece than ever before, in some cases being the most vibrant and elaborate garment which people will wear. Some are very colorful, while others rely on unique shapes to make them stand out, but the amount of variety on the trainer market can often make it hard for people to choose the right options for them. To help you out with this, this post will be exploring some of the steps which can go into finding the perfect pair of trainers. Start At The Brands  There are countless trainer brands on the modern market, and many of them produce consistent designs which incorporate the same elements. This makes it possible to find brands which reflect what you most like in your trainers, without having to shop around forever to find the options you like. It’s usually a good idea to avoid buying your shoes directly from the source, though, as this will often be more expensive than shopping around and finding a better deal. Some people will also want to look up the brands they like to make sure that they are socially and environmentally conscious. Getting Inspiration  Making sure that your shoes match the other garments you wear is crucial when you’re looking for the best options. There are loads of different trainer styles out there, and some simply won’t go with your wardrobe, and this makes it well worth looking for good pairings. Sites like Instagram and Pinterest can help you with this. Not only will these platforms have loads of images of people similar clothing to your style, but they will also make it nice and easy to browse through other style ideas. This is well worth it when you’re trying to find items which match each other perfectly. All Markets  While a lot of people like to avoid buying clothing from previous seasons, trainers aren’t affected by time as badly as other garments, and you can often find items which have been on the market for a long time which will reflect your style needs. This opens the doors to the second hand market, with apps like Depop making it possible to get great deals on the trainers you want to buy. The newer the are the more they will cost, but this can often be worth it to make sure that you get items which you like. Of course, though, this doesn’t mean that you shouldn’t be looking at the new market as well. The Right Stores  Whether you’re buying trainers new or used, having the right store to get them from can be a huge benefit in your hunt. You can often tell when places like this are being operated by those who care about footwear, as they will have great selections, and all of the options on offer will be worthy of your feet. You can see more in SVD than you will find on most websites, with each of the brands they stock having a huge range of different trainers for you to choose from. Picking stores like this will make it easier for you to find styles which reflect your needs, while also taking the stress out of your hunt. Be Brave  Finally, as the last area to consider, it’s time to think about being brave. It can be all too easy to pick understated trainers, working to make sure that they will fit with as many outfits as possible rather than standing out. If you want to make the most of your money, though, it makes sense to choose trainers which are as unique as possible. You will have to be brave for this, with some people being forced out of their comfort zone when they are wearing new footwear. The moment you get a compliment on your shoes, though, it will have been all worth it, and you will feel much better about what you’re wearing. With all of this in mind, you should be feeling ready to begin your hunt for the best trainers on the market. You don’t have to spend a small fortune on garments like this, instead shopping smartly to find affordable options which also match your style. As time goes on, more and more websites are opening up which make this process easier, and it’s worth looking for these places when you’re choosing shoes for yourself.

Why Training is the Answer to Employee Attrition Problem

Why Training is the Answer to Employee Attrition Problem Many people consider scoring a job and job-satisfaction as the same things; however, this is a grave misunderstanding.A multitude of factors influence job satisfaction, such as compensation, working conditions, bonding with co-workers but perhaps the most important factor is opportunities for advancement and learning.evalMost companies are embracing the modern trend of training on the job and it’s proven to be quite successful in dealing with employee attrition.Employee attrition is the reduction of staff by voluntary or involuntary reasons. These can be through natural means like retirement, or it can be through resignation, termination of the contract, or when a company decides to make a position redundant.One in three employees leave their employer in their first year. In fact, the cost of losing an employee can be three times the salary of the employee.87% of employersstated that improving retention is a critical priority for their organization. The cycle that ensues after an e mployee leaves a company is even more hectic and costlier.Not only does the company need money to fill up the recently vacated position but it also needs time. But why do employees leave abruptly?There is a plethora of reasons, one of them being lack of growth opportunities. Nobody appreciates a stagnating position, and inadequate training further promotes the negative attitude of employees.evalHowever, competitive recruiters and managers have devised a solution: Real-time Online Training for Employees.According to Forbes, corporate training spending has grown to over $70 billion in the United States.How training is the solution to employee attritionevalThere may be variety of reasons triggering dissatisfaction among employees but the biggest factor that influences them to look for greener pastures is the lack of learning and growth opportunities.Learning and growth go hand in hand and often employees may become disoriented with the new job responsibilities or sudden changes. The be st way of dealing with this is by organizing well-designed training sessions for professionals with real-time instructors and online courses.Training: the need of the hour evalHere are some of the reasons why businesses should focus on training.Not only does training assist in cutting back employee attrition rate but it also enhances their overall skills leading to asset development within the organization.The practice of training employees on the job is pretty common all over the world and is widely favored by organizations of all types.It’s only obvious that those who don’t get to advance within the company often meet with disappointment and take to fulfilling their quest elsewhere, effectively leaving the organization.Hiring new talent costs the employer much more than retaining the existing team which is why most companies favor retaining teams and foster loyalty through rewards.Nevertheless, the need to learn and grow is often overlooked and dismissed by many leading to the departure of valuable talent.Ways training will help employers motivated employeesHaving said that, the state of demotivation among employees can be tackled with effective inter-organization training. This will ensure that employees stay longer with the company. Effective way to teach virtually intrigue employees Employers and managers can design real-time instructor-led courses with classroom settings along with online alternatives that save time and money. Employees can choose from the alternatives and sign up for virtual and instructor-led classes based on their necessities and pain points.Even though online courses are preferred, real-instructor led classroom courses are favored by many due to their old-school teaching approach.Improves communicationevalTraining opens an unspoken dialogue with employees and paves way for growth of the personnel over time. Employee attrition has a variety of reasons with one being lack of training and learning opportunities inside the company a nd offered by the company.When real-time and virtual training is introduced to the routine, employees will take more interest in meeting goals and personal development.Training improves communication within the organization and shows that the company cares about enhancing employees’ skills and giving them an environment that enables productive results. Adds value to employees’ resume through certifications Training is incomplete unless it is fruitful and useful in term of value. So including an important certification program in the training will help in boosting employees’ interest and active participation.When employees know that their hard work is being rewarded, they would not only show higher response but also align with the company for longer to enjoy the benefits.evalSome companies also offer scholarship and promote employees for higher education to lengthen their association.Why online training software is favored for upskilling employees User-friendly, readymade, onli ne training software tools are available widely in the market. Trainers, recruiters and advocates of training within companies can rely on this cost-cutting investment that enables trainers to develop customised and branded courses in no time.It encourages positive sentiment and motivates employees to perform better by signing up for courses.As compared to traditional classroom training sessions, virtual classrooms and online training with manual/real-time discussions are really helpful for organisations investing in human resource training and development.Moreover, course creating tools offers trainers the flexibility to access and design courses from anywhere, anytime in the world and track employee/learners’ performance.Training software solutions offer some interesting features that make it a worthwhile solution such as zero installation or downloading. Trainers and professionals get the advantage of not needing to install a specific software or download it on their computer. The training software works with a simple online account and trainers can create courses by uploading content.Another advantageous feature of these training solutions is that they are mobile compliant/responsive so trainers can access them easily on any device and browser. In a survey conducted in 2017, mobile devices accounted for 49.74 percent of web pageviews worldwide. Moreover, online training tools allow trainers to utilize existing content by importing it from other LMS platforms and supporting it with PPTs, graphs, videos, audios, images, etc.When it comes to assessments, trainers are at an advantage with the software’s automated employee assessment option which includes quizzes and surveys to automatically assess and certify learners.Trainers who want training to reflect the identity of the company and build a separate, flourishing e-learning and training domain of the company can employ the courses authoring tool’s branding option to customize the ‘look and feel’ o f the platform, content, certificates, tests, surveys, etc. Conclusion Internal training is not just feasible but also simple to employ. While a wide number of employers and coaches use this tactic to maintain their competitive edge and upskill their employees, it is surely an easy way to counter employee attrition and boost retention.

Whos Driving The Interview Bus - Pathfinder

Who’s Driving The Interview Bus - Pathfinder Who’s Driving The Interview Bus? So, who is exactly in control during the actual interview? Did you guess the employer? Wrong. You BOTH are in control. Most job applicants mentally hand over all the power in a job search to the prospective employer, being that they (the employer) has something that the candidate wants (the job). It’s easy to think that the target company is the sole decision maker as to whether they hire that person or not. This is a dangerous attitude to take, because in essence, you are effectively handing over the power of the situation to someone else, when in fact, you equally hold the reins. Remember, the employer also has a need and is looking for the best way to fill that need in the most expedient manner possible. If you have carefully managed your career, are confident in your abilities and what it is that you offer to the employer, you also have control in the interview room just as much as the employer. Flip the dynamics around, and suddenly, you are the industry subject matter expert who is top in your field, and what you offer is exactly what the employer is seeking (perhaps even desperately so). Preparing for interviews truly boils down to three things: Subject matter expertise, knowledge of the position/company, and enthusiasm/confidence. If you have these three pieces, you have a great start to what promises to be a great discussion. You’ll be so relaxed and confident about those three areas that the rest will fall into place.

What Is the Difference Between an Academic and a Business Resume?

What Is the Difference Between an Academic and a Business Resume?Business resumes have traditionally been of two types: academic and non-academic. It's not uncommon to see a resume with both a 'career summary' and a 'business resume'.The academic form is the most traditional and successful form of a business resume. It includes a summary of career highlights, as well as your formal educational background and relevant work experience.Some degree programs require that your resume be more extensive than this, but most do not. If you have more than a bachelor's degree, it's a good idea to include at least some education beyond high school, especially if it involves any type of work experience in the past five years. It is also beneficial to mention whether you earned your bachelor's degree from a four-year college or community college.The common denominator between both forms of a business resume is that they are used for reference. A quality academic resume will showcase all of your aca demic achievements while a business resume will highlight your professional and business success. Academic resumes provide a very objective view of your career accomplishments, while business resumes are more subjective.In addition to the academic resume, you should also consider including a professional resume. Your professional resume is a representation of the business you're seeking, and this includes information on your management or leadership experience, as well as information about your expertise.One of the most important things you want to include on your professional resume is your location. This is more pertinent when you're applying for positions overseas, but it also is an important aspect to note for many jobs, particularly in the US. Just like a traditional academic resume, if you've lived in the same city for more than two years, include the state in which you grew up.Academic resumes can be exceptionally helpful when you're looking for employment, especially for com panies that require a more formal form of a business resume. There are benefits to having a resume that is more formal than a business resume. You can easily get a professional-formalized form of a business resume if you choose to submit an academic resume, so the decision is yours.