By Katie King | @katieeking
Digital technology is continuing to evolve at pace, as it infiltrates almost every aspect of our working lives, and it’s already empowering people to take significantly more responsibility for talent management and HR activities. Digital is enabling talent management to become less of a centralised HR activity, but more of an activity that is embedded in the fabric of everyday business, fundamentally changing HR as we know it.
A recent report from Accenture highlighting how the Gen Z talent joins the future workforce, identifies that new graduates hold traditional work values, but with a digital spin. Accenture found that for the first time since 2013 there has been an increase in the number of new graduates wanting to work for large companies, and furthermore, these graduates are willing to roll up their sleeves and in return they are looking for an engaging employee experience that fully takes advantage of their degree and the digital skills they bring to the table.
Key findings from the report highlight that:
Gen Z comes flexible and prepared, with the clear majority of new graduates (88%) considered job availability before selecting their degree. 75% of new grads are willing to relocate for a job, and they bring confidence in their ability to contribute, with 78% feeling prepared for today’s digital workforce.
Large employers are well positioned, as new graduates return to more traditional workplace values: they seek a clear career path and stability, training and mentoring, and competitive salaries. Large employers are often best positioned to provide the employee with the experience that new grads desire.
Digital natives crave the human element, with new grads rating communications, problem-solving and management as the top skills they are looking to develop. A significant number (42%) show a preference for in-person meetings, and working for large companies with a supervisor who will mentor and coach as a top priority.
It’s clear to see that Gen Z graduates are more attracted to companies that provide customised HR practices, and that they are more likely to stay and perform at their best. This is forcing HR to reimagine the services they deliver to the organsation, whilst improving how it operates, as this is now an important differentiator for prospective employees.
HR will need to reshape the requirements of their organisation and how their workforce wants to consume HR services, then determining what kind of services HR should provide and how it should operate.
Digital technology will help HR to focus on three key areas:
Improving employee services: the objective of HR is to deliver an improved “customer” experience and optimise the way services are delivered across the entire organisation.
Digitisation of HR services: technology-enabled HR services will enable employees to have greater access to tools to help them manage their careers, increase engagement, collaborate via social and crowd-source innovation.
Analytics everywhere: the ability for HR to capture huge amounts of data is increasingly important to deliver insights to drive HR strategy and services. HR can leverage this data to develop a customised employee experience and proactively deliver services that anticipate employees’ requirements.
The result of all this digital technology is reshaping the HR function and resulting in a shift to tailored employee services. These are focused not only on transactions but on value added services and activities based on insight driven analytics which can deliver customised propositions that can help drive greater success for your people and your company.
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