Author: Mr. Malick Jabbie
Department of English Bachelor of Business Administration Program (Major in International Finance & Global Management), College of Management; Yuan Zee University. NO. 135 Yuandong Rd, Zhongli District, Taoyuan City; Taiwan (R.O.C)
Written date: 15th/19th June, 2020
Approved by: Professor Jingjing Weng and Professor Tzu-Keng Fu Dated: 3rd July, 2020
The Employee Experience Is the Future of Work. Today, almost every company is undergoing a digital transformation. Cloud and mobile computing and increasing automation have created the potential to transform nearly every aspect of a business. The same can be said for forward looking IHR departments. HR leaders are transforming HR to deliver an employee experience that is human centered, uses the latest digital technologies, and is personalized, compelling, and memorable. On that notes, the employee experience will continue to play a significant role as companies seek to drive engagement and pose themselves as employee-centric to attract skill. To focus on creating a compelling employee experience. I define employee experience simply as seeing the world through the eyes of employees, staying connected, and being aware of their major milestone. Certainly, IHR departments should appointed a Head of Employee Experience for developing a strategy to create an employee experience which considers the physical environment their employees work in, the tools and technologies that enable employees’ productivity, and learning to achieve their best at work.
In addition, and based on my statistical induction, the data the have shown that over
50% of HR leaders are prioritizing the employee experience from 2019 to 2020 onwards.
Though, employee experience was the third most important key initiative among the
HR leaders in 2019. Therefore, this will remain top of mind through 2020 as companies
seek ways to drive participation and foster employee centric culture. Company culture
plays a major role in creating a positive experience for employees, and glass door
expects culture to be an official mark HR trend in 2020. A survey conducted in 2019
found that, employees’ rate workplace culture as more vital to job gratification than their salary.
The push for enhanced employee experiences has resulted in companies becoming the new brand and employees becoming the new consumer. This role shift will lead organizations to invest more thought and resources into branding and catering to employees’ needs. For example:
Incorporating video content in recruiting efforts to drive more interest.
Using their employee value proposition (EVP) to differentiate from
competitors.
Focusing on personalized experiences that acknowledge each individual’s
unique workplace needs.
Furthermore, a recent survey was released in April 16 , 2020; found that 83% of HR
leaders said ‘employee experience’ is either important or very important to their organization’s success, and they are investing more in training (56%), improving their workspaces (51%), and giving more rewards (47%). Companies are also driven to focus on creating a compelling employee experience as the war for talent heats up.
However, focusing on the experience that employees have with the company, much as a brand focuses on the customer experience, can: Boost productivity, Improve satisfaction, Lead to greater employee loyalty, and Encourage investment in the company’s vision. Today’s new workforce, HR department’s functions are based on four perspectives: Personalization, Recommendation, Socialization, and Analytics. Collectively, and in conclusion, employees’ experience can be defined as in which companies have three (3) distinct environment; namely:
In 21st Century, which is the era that human beings try to fix most of the things in high efficiency and easier ways. Therefore, technologies became one of the most important tools of our daily lives, Artificial intelligence (AI) is quickly changing to meet the demands from every aspect of how we live our life.
1. Recruiting
In recent years, AI and robots are already been used as a useful tool for candidate selections by a lot of companies. Since it can help the recruiters save their time from scanning huge amounts of resume and interview with a lot of candidates. Moreover, with the AI system, recruiters can get the more organized information than summarized all by themselves. However, the difficulties of the interview will become harder and tougher for the candidates. Since they have to try their best to convince the recruiters across the computers or robots, instead of face to face. Therefore, the way of how the recruiters hold the interviews will have a huge change in the future decades. Candidates need to figure out some new ideas and ways to show their best side to get the job.
2. Tasks Distribution
Through the last few years, more and more jobs can be finished by automation. Means those tasks are no longer done by human, and the tasks that can be finished by robots and AI work will be transformed. Since the transformation can help the company save some costs from labor. In the next few years, HR departments would not focus only on human employees, but also have to include a robot resources department to manage non-human workers. For instance, the job such as Accountants, and other jobs for standardized data gathering and fixed process tasks will have robot or AI system to helping them. This situation does not mean that robots will replace all the workers and employees, but more like an assistant to help us finish the tasks. As a human being, we still need to be aware of the transformation of tasks might lead us become jobless.
3. Robots or Human?
Technological environment. Physical environment.
Cultural environment.
More importantly, whatever industry or company you work in, you will find a multitude of digital employees getting work done every day from where they are. Therefore, it is important for companies prudently focus on these distinct features or environments; in order to boost or uplift the employees’ experience at workplace.
In my opinion, there is no doubt that AI and robot really play an important role in each aspects and industries of our life in recent decades. Honestly, we need help from robots and AI because of some hard tasks that cannot be finished by human. In that cases, they really help a lot on saving costs, times and labors.
It might also lead that hundreds of millions of people in worldwide will have to face the big issues for finding new jobs or learn more new skills.
Therefore, in the long-term future not only employees, companies but also government should rethink the situation and relationships between human and technologies. The most important one, people must need to be professional at the roles and skills that machines and robots cannot easily replace. Thus, I come up with these few points which might be most people still need to be improved:
Creative ideas and inventing new things, programs. e.g. Marketing, Design etc.
Social relationships. e.g. Motivating, Comforting, Communication abilities etc.
Employee engagement and performance become a very important thing to
maintain the professional and necessary abilities on working.
Human motor control, which means the process that involves brain, muscles, and
other external objects. It underlies motion, balance, stability, coordination, and our interaction with others and technology.
1. Creativity:
2. Communication skills:
3. A growth mindset:
4. Emotional intelligence:
Every job has essential hard skills and experience necessary for the work. Even though these skills are extremely important, there are specific ‘soft skills’ that employers look for when hiring people for their organization. Soft skills refer to personal attributes such as skills in communicating, managing time, working in a team, or creative abilities. As more businesses move to capitalizing on the abilities of their existing employees, soft skills are more necessary than ever. And here are the six soft skills that is quite important:
Employers want to know you will work to develop new ideas on top of addressing existing problems. The more creative, the better; that kind of thinking leads to innovation and improvements within the company. Also, express your enthusiasm for tackling challenges. Every job has hurdles, and employers want to hire people who are not afraid of tackling those challenges, so make sure the interviewer knows you are one of those people.
It can mean anything from how you converse with a client and colleagues to
how well you get your point across in emails. The ability to communicate with clients and team members is essential, and it’s not just when you are trying to get a
point across, either. A good communicator is also a good listener.
Professionals with a growth mindset are motivated to reach higher levels of achievement by continuously learning new skills in order to move with a changing market. Essentially, it is being adaptable and willing to go above and beyond the soft and hard skills you already have. Showcase the growth mindset by highlighting instances when you showed initiative by learning a new skill in order to better do your job or help you keep up with industry-wide changes.
This is the ability to perceive, evaluate, and respond to your emotions and the emotions of others. This means that you are able to think empathetically about the people around you and the interpersonal relationships that develop in the workplace.
5. Collaboration:
6. Leadership:
Certainly, my survey shown that 71 percent of employers value emotional intelligence in an employee over IQ, while 75 percent are more likely to promote an employee with higher EQ over someone with higher IQ. So, the best time to show your intelligence is during your interview.
Collaborating with your co-workers is not as easy as it seems. For those who
believe that they know how to do the job and do not have faith in others to do their parts, they can create tension in the office and hurt the overall efficiency. Learning to trust others, work together, and give and accept ideas is a difficult skill to master
But if you can, you will be well ahead of the competition.
While creativity, communication skills, a growth mindset, emotional
intelligence, and collaboration are all skills that can make you a great employee, leadership skills will elevate you even further. No matter the job, most employers are looking for someone who is capable of growing beyond that role. Leadership skills are really a combination of all the other soft skills. When you put them together, you have a person who can not only work well with the team, but also take the reins and make the rest of the team better. Think of your soft skills as the accessories to your training in your field. They alone cannot qualify you for a job, but when paired with solid credentials, they can make you a much more attractive candidate. From cashier to construction worker to CEO, soft skills are universally needed in today’s workforce. Learn to cultivate yours and display them for employers to see, and you will keep yourself ahead of the pack; p
art of continuously evolving company’s HR capabilities.
Finally, as a consequence of COVID-19 it is possible that the way we function will be changed forever. We are all looking for answers which will guide the way forward. In particular, HR leaders were at the center of the rapid response of their organization to COVID-19 and played a central role in keeping the workforce engaged, productive and resilient. Recent priorities, understandably, have focused almost exclusively on the response phase. As progress against response efforts is being made, another reality is rapidly forming. Now is the time for HR leaders to focus their attention on recovering, to ensure that their organizations are ready to thrive. Companies need to plan to respond to employee needs during the unfolding challenge because of the importance of people to every organization.
Due the pandemic of the COVID-19 virus many companies offered their employees to work from home as a result of social distancing. Home office has proven that even though workers do not come to the workplace every day, businesses can be efficient. The future is difficult to foresee. The time, resources, and money now saved on transportation and real estate could lead businesses to reconsider how and where they operate.
It is hard to predict, if this home office trend will work out for all types of companies and businesses. Therefore, it is the responsibility of the Managers and the HR department to decide whether it makes sense to offer this to their employees.
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