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HR Tech 2020 Conference Recap...Valuable HR Technology Insights for Our Clients: Page 2 of 3

  1. have talked about “HR in the Flow of Work” and “employee journeys.” As both concepts remain highly relevant, we recommend employers consider their response.  So much of talent management is about gauging and supporting employee engagement and resilience. Or, as Marcus Buckingham said, “Engagement is a proactive frame of mind, enabling you to deliver your best. Resilience is our reactive capacity to withstand and bounce back.” Combined, these attributes will enable a more productive workforce as employees face new challenges in a changing environment.

 

  1. Talent and Skills Marketplaces – Along with the dramatic rise of the gig economy, we have seen an increase in the use of ”talent marketplaces,” which help employers identify internal resources to fill talent gaps for specific projects, typically on a short-term basis. Thus far, these marketplaces are mostly geared toward large employers that have numerous opportunities—many increasingly so due to recent layoffs or furloughs. A talent marketplace allows employers to list the skills required, along with the skills to be gained, and to provide other pertinent information. These platforms deliver a real win-win for employers by filling skill gaps with existing resources, and for employees looking to advance their career and learn new skills. Skills have become the new digital currency!   Employers also benefit by gaining insights into which employees seek additional opportunities, insight into their skill sets, and how to best leverage those skills within the organization. With this knowledge, employers are well-positioned to identify and retain top talent .  The traditional concept of an employee will not necessarily need to align with a job description,  but is moving towards applying a set of their skills to be applied to various tasks.   Their skills may apply to projects or part of a role or position, hence the movement to teams vs. departments to complete projects or initiatives.  The success of these internal marketplaces could lead to the creation of talent and project marketplaces unrelated to a specific employer, in other words, a project-based recruiting portal. This would simplify the gig management process and further expand the gig economy.

 

  1. Employee Experience & Engagement– One takeaway from the conference that especially stood out to us was the importance of the “employee experience.” If employers are not creating and communicating the company narrative, the employees will create their own open narratives.  Everyone from keynote speakers to vendors emphasized the importance of putting the employee first and improving engagement. In one roundtable discussion, Jason Averbook gave the example of a mobile app that you download and then find it difficult to use. How often do you go back to it? For most of us, the answer is never. The same is true for employee-facing technology. Counteracting this challenge is technology that “wraps around” different systems to make the employee experience easy, modern, and intuitive.

 

  1. Integration - There were truly two elements in regards to integration.  The integration of home life and work, related to working remotely and flexible hours due to the COVID environment, as well as the focus on integration between solutions.  HR and