Employe Experience & IT: Oriented to people and their needs

We are in a stage of constant change, where it is very important to adapt or anticipate a situation. In this article you will find 2 topics focused on employee experience & IT.

The Employee Experience must be oriented to people and their needs. On this, it is suggested that it should be a participatory process in which the employee’s perspective is the objective towards which the efforts of an organization should be aimed, so that an experience can be designed that will make a difference between that and other companies. (Calleja, 2018; Morgan, 2017). The Employee Experience (EX) is an employee experience from their first day to the last in a company. Aiming at the retention of scarce talent. According to IBM, the organizational changes are as follows: Deeply personalized experience-centric design, skills located at the core of the business, AI-driven data-driven decision making, Agile practices for speed and responsiveness, Constant transparency to preserve trust and reduce reputational risk.
1. Recruit talent
2. Reward talents
3. Develop talents
4. You engage talents
5. Monitor talents
6. Use talents

“Having a single program that groups all these areas as their needs is the beginning of the stage where the best talent (with sustenance) will be found in less time.”

Source: Chiavenato, I., & Mascaró, S. P. (2020). Human talent management: the new role of human resources in organizations.

To carry out these changes, you need good data management and well-defined processes for clarity and good results. This is where information technology comes into play. For this system (proposed by Idalberto Chiavenato in his book Management of human talent this year), you need:

A) The processes already known in talent recruitment are mapped and only with the program, the personnel are selected without requiring so much cost.

B) Monitoring talents; you need a platform that helps you achieve better objectives with an easy, friendly and clear design about them.

C) Engage the talents; The events carried out by the talent management area need a platform where data can be entered and processed immediately and results obtained through, for example, surveys before, during and after the event.

D) Develop talents, know the opinion of our collaborators to provide a better learning experience with a free availability of the network.

E) Rewarding talents; based on data and indicators, both hard and soft, to recognize all employees according to the positive impact they have had on the company. Having a single program that groups all these areas as their needs is the beginning of the stage where the best talent with sustenance will be found in less time, recognize those who are really having good results, reward them and recognize those who need support and provide follow-up . Seeing if company events work or not is the beginning of the goal that each company yearns for: to be a healthy company and a reference to the world.

Written by: Mayra Huaringa, Bachelor of Administration from the University of Lima, focused on human talent. I like to create solutions through talent management, effective communication and customer service.

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