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How critical is skill gap analysis in Digital HR?

January 2, 2020 | 124 views

Skill gap analysis has been recognized as one of the most important tool to understand an organization’s need, like hiring, training the employee. Any way there are several organizations that don’t have a structured process for such analysis. Most organizations don’t consider it important. With the rapid growth and digitization of HR department, the usage of tools like Skill gap analysis is considered to be essential. The usage of skill gap analysis helps the HR department to write well-crafted job descriptions leading to better candidates and ultimately stronger new team members.

Spotlight

CogNet HRO

CogNet HRO is a leading Business Process Outsourcing services company providing full range of HR and F&A services which includes Payroll processing, Employee benefits administration, Recruitment & staffing, performance management,background checks, AP, AR to Global Clients. CogNet's global service delivery model, including large scale operations in India, leverages global labor markets and world-class outsourcing process expertise to provide multi-national corporations with quality business transaction services and customer relationship management options that can improve your delivery of business processes while substantially lowering costs.

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TALENT MANAGEMENT,HR STRATEGY,RECRUITMENT & RETENTION

HR Compliance: Get Back to Basics During the Great Reset

Article | August 2, 2022

We hear the term “getting back to basics” quite often and we’re hearing it a lot lately. Regular readers of HR Bartender know that I’m a fan of consulting the dictionary, so I did a quick search to see what “getting back to basics” means. The Collins Dictionary defines it as “concentrating on simple, important ideas or activities.”Getting back to basics can be an opportunity to refocus and streamline. It can be ways to deliver great work with fewer steps. To become more proactive, especially if the organization feels they have been very reactive lately. Getting back to basics can help us spend time on things that are directly aligned with the business. The reason I’m bringing this up is because now is a great time to evaluate HR compliance processes. If we step back for a second, let’s look at what’s going on right now. From a business perspective, organizations are redefining the customer experience. I’m not saying that’s bad. But companies are trying to set new expectations with customers. I’m hearing an increasing number of people talk about spending some or all their time back in the office. Even employees who are 100% remote are talking about going in for special company events. So not only are companies setting new expectations with customers, but they’re setting new expectations with employees. While we’re going through this reset, it only makes sense to examine the way we’re doing things in HR.

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TALENT MANAGEMENT

What Unconventional People Analytics Looks Like?

Article | June 24, 2022

HR analytics was first conceptualized in 1911 in the book ‘The Principles of Scientific Management’ by Frederick Taylor. Since then, it has become a prominent aspect of people management. Its application in performance optimization, employee retention and employee engagement is unprecedented. However, HR analytics has contributed in a multitude of ways to improving decision-making. Its scope is expanding and spilling into other areas of business. Many organizations are uncovering ways to use their people insights to inform decisions that have nothing to do with hiring. Applying HR Analytics to Identify a New Office Location The tech giant Cisco demonstrated that the use of people analytics can take many different shapes and forms. The company used data to guide its decision on choosing a new office building location, optimize space and build a positive culture right off the bat. Powered by the company’s data from across its 266 offices in 87 countries, the people analytics team got into action to identify usage rates and costs in the organizations. The team took into consideration the neighbourhood and community around them to assess the business outcomes. The team went over and above to examine the availability of talent from nearby universities in relation to the areas their competitors served. Predicting ROI on an Apprenticeship Training Program Multinational energy provider, SSE, deployed an in-depth analysis of their trained apprenticeship program to calculate ROI. It not only enabled the company to make a business case for its apprenticeship program to senior management but also see the true value of its initiatives through a financial lens. SSE discovered that every £1 invested collectively by the individual, society, and employer in a fully trained apprenticeship yields a return of £4.29 to the economy. Making Diversity More Than Just a Buzzword The carpool service, BlaBlaCar, used data analytics in HR to review job applications that were comprised of biased language and messaging. The company also structured its interviews in a way that was inclusive, a tactic that helped them convert candidates into employees and increase the diversity on their teams. London-based survey company Saberr employed HR analytics to explore candidates’ behavioral compatibility, core values, and diversity to identify if a candidate will feel welcome in an organization and the strength of their interpersonal relationships. Beyond the Hiring Horizon A 2019 study by Chalutz Ben-Gal discovered that recruitment and workforce planning are the two areas of HR that yielded the highest returns. By using data to fuel insights outside of hiring and people management, some organizations are demonstrating the innovative ways that HR analytics can power business outcomes. Whether to pinpoint a new regional office, assessing investment decisions or spearheading diversity and inclusion, leveraging people analytics is a matter of thinking outside the proverbial box and maximizing the combined power of people and their behaviors to drive innovation.

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HR PRACTICE

Purposeful Employee Well-being: Making Data-based Decisions

Article | July 15, 2022

The pandemic uncovered several insights into the significance and connection between health, wellbeing, and productivity at work. Whether you work from home or in an office, without employee well-being, there is no organizational resilience. HR leaders are recognizing this bare truth and are focusing on more than just physical health. There is a push to promote holistic wellness, which includes physical, mental, social, financial, and psychological well-being. Employee Well-Being and the Modern Organization Studies have proved that employee well-being has a direct impact on revenue and profitability. It affects the overall employee morale, productivity, and employee experience. Focusing on employee well-being leads to a 41% drop in absenteeism, as well as more innovation, better retention, and lower healthcare costs. As workplaces have undergone much transformation in recent years, employees’ expectations from a health and wellness perspective have taken on a new shape. Forward-looking organizations are committing to developing meaningful initiatives that foster well-being in the workplace. Organizations do not intend to stop providing health coverage and benefits. They are proactively infusing well-being into the work culture, employee experience, and career growth as these factors are most likely to take precedence in the near future. In fact, according to a study by TeamStage, 78% of employees were more likely to continue working because they liked the benefits. In this context, data and a handful of key metrics will set the tone for HR professionals to deliver more value to their employees. Mapping the Metrics That Matter So what metrics will play a key role in bringing modern, employee-oriented wellness and health programs? According to a Paycor survey, 17% of HR professionals were able to provide a concrete response to changing their approach to well-being in 2022. Some initiatives include: Mental health awareness and training Discount on mental health apps Virtual exercise programs A 24/7 support helpline Employee Assistance Program (EAP) The first viable option is to implement a meaningful way to measure employee happiness in the workplace. For instance, international electronics giant Hitachi used wearable devices to monitor a range of activities, including sitting, standing, talking, and even typing, to create a measuring algorithm. Hitachi identified and pre-empted stressors and health concerns in the workplace by offering corresponding benefits. However, implementing benefits isn’t enough. Many employers are calculating employee interaction with their wellness offering through online portals. This key metric is used to determine whether or not employees are making the most of their benefits. In turn, this demonstrates their engagement levels with the company. Parting Words As the work landscape has shifted from the office to homes and job markets have become more volatile; stress, anxiety, and mental illnesses are mainstays of employee concerns. The pandemic underlined the importance of having a robust grip on employee well-being for organizations to be able to survive such drastic transformations. However, employee wellness has proven to be a cornerstone of sustainability and resilience all along. Organizations that hope to thrive and grow well into the future will need to highlight employee well-being as an integral part of their workforce strategy.

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RECRUITMENT & RETENTION

How SMBs Can Configure a Revenue-Generating Recruitment Tech Stack

Article | May 12, 2022

Assembling a winning recruitment tech stack is much like recruiting the right candidate. You’re bound to find people who match some of your requirements. There will be a few candidates who seem like a match but don’t tick every box. Then there are those that stand out because of a single quality. The recruitment tech stack has long served the HR departments in large organizations to streamline their people management. However, for small businesses, using an HR tech stack can be a big decision. According to a study by Goldman Sachs, 44% of small businesses had only three months of cash reserves during the pandemic. This forced them to be smarter with their resources when it comes to staffing. HR Recruitment Tech Stack for SMBs: The Status Quo Considering how HR as a department can be loaded with work in small and medium-sized organizations, it is imperative to have a tech stack that is well-rounded and cost-efficient. Since 2022, small businesses have faced the brunt of a talent shortage during the Great Resignation. “It's about capitalizing on the tailwinds as the economy heals and fully reopens.” Courtny Cloeter, Chief Revenue Officer at OneSource Virtual Talk about the great resignation, retention problems, and underfunctioning tech stacks. A National Federation of Independent Business report found that over 51% of small businesses couldn’t fill all their job openings in October 2021. According to Oracle’s report on the state of HR tech stack in 2020, HR managers of only 33% of small businesses consider HR tech stack as one of their top three issues. In addition, only 31% of small business HR teams report automating their people management processes. This leaves a lot on the table for SMBs who want to get the most bang for their buck. How HR in SMB’s Can Use Recruitment Technology to Improve Profitability SMBs that currently have a non-existent HR tech stack can look forward to gaining immediate benefits. According to Oracle’s report, 66% of SMBs reported seeing a significant improvement in efficiency. But efficiency is just the first step. In the age of talent shortages, remote workplaces, and mass resignations, SMBs can leverage a tech stack or tech recruiting platform to develop a winning hiring strategy. Let’s discover some of the benefits that could do wonders for the growth and revenue of SMBs. Attract Top Talent It goes without saying that quality workers benefit an organization much more than average workers. But the contrast between the two can mean either savings or a loss of thousands of dollars for small businesses. A McKinsey study reveals that in low-complexity jobs, high performers are 50% more productive, while the difference is 800% for high-complexity jobs. Developing a robust recruitment technology stack can drive high-qualified candidates faster to SMBs. Improve Employee Experience Hiring top talent is just the beginning. You need to retain that talent to save on hiring costs. That’s where employee experience comes in. A case study by Great Place to Work demonstrates how essential employee experience is. Brains on Fire, a creative agency, used employee surveys to increase their engagement score from 74% to 92% in just two years. Armed with the data from the survey, the small business refined its hiring process and boosted trust and engagement exponentially. SMBs will benefit greatly from a tech recruiting platform that includes engagement initiatives in its stack. Increase Productivity Increased productivity means higher revenue. In fact, Harvard Business Review reports that organizations that report 40% more productivity than average also have a 30–50% higher operating margin. That makes a massive difference for small and medium-sized organizations. How SMBs Are Using Recruitment Technology to Overcome Talent Shortages Recruitment Marketing The battle for qualified candidates starts way before a job application comes in. Many small businesses are making inroads into quality talent pools with recruitment marketing. For instance, many recruitment marketing tools allow organizations to instantly advertise on premier job sites. This saves time and helps SMB HR teams reach more candidates faster. Recruitment marketing tools are critical in the HR toolkit of SMBs. AI in Recruitment Tech Stack AI is a cross-functional technology in HR processes. With AI in recruitment, small businesses can maximize both time and resources to automate areas of hiring, candidate screening, interview scheduling and performance management. Data analytics can help uncover crucial insights into challenges, which can then be addressed with AI-based HR solutions. Conclusion: What Can Small Businesses Anticipate in the Future of Recruitment Technology? With technology recruitment, small businesses learn to tackle everything from hiring talent, managing performance and productivity, and shaping employee engagement. With technology, recruitment becomes more functional, performance-driven, and efficient. Small businesses can script tailored HR strategies that get the most out of their resources and deliver impressive results like it did for Brains on Fire. As SMBs continue to adopt modern tech recruiting platforms as their go-to HR management solution, they can shift their efforts towards strategic scaling. With a recruitment tech stack that scales with growing businesses, SMBs can sit back and focus on what matters: driving revenue. Frequently Asked Questions What are the technologies used in a tech recruiting platform? Some of the technologies used to leverage recruiting platforms include artificial intelligence, applicant screening and tracking, recruitment CRM tools, video interviewing tools, and training platforms. Is recruitment CRM a part of a modern recruitment tech stack? Yes. Recruitment Candidate Relationship Management (CRM) is used as part of the hiring process. It is used to manage all aspects of staffing and recruitment. It helps to build relationships with the talent pool and create a seamless hiring process. What are the must-haves in a recruitment technology stack? The must-haves of a recruitment stack are employee referral tools, email automation, video interviewing, CRM, social media automation, and job posting.

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TALENT MANAGEMENT,HR STRATEGY,RECRUITMENT & RETENTION

Candidate Evaluations and 3 Factors to Focus On for Faster Hiring

Article | August 2, 2022

We hear the term “getting back to basics” quite often and we’re hearing it a lot lately. Regular readers of HR Bartender know that I’m a fan of consulting the dictionary, so I did a quick search to see what “getting back to basics” means. The Collins Dictionary defines it as “concentrating on simple, important ideas or activities.”Getting back to basics can be an opportunity to refocus and streamline. It can be ways to deliver great work with fewer steps. To become more proactive, especially if the organization feels they have been very reactive lately. Getting back to basics can help us spend time on things that are directly aligned with the business. The reason I’m bringing this up is because now is a great time to evaluate HR compliance processes. If we step back for a second, let’s look at what’s going on right now. From a business perspective, organizations are redefining the customer experience. I’m not saying that’s bad. But companies are trying to set new expectations with customers. I’m hearing an increasing number of people talk about spending some or all their time back in the office. Even employees who are 100% remote are talking about going in for special company events. So not only are companies setting new expectations with customers, but they’re setting new expectations with employees. While we’re going through this reset, it only makes sense to examine the way we’re doing things in HR.

Read More
TALENT MANAGEMENT

3 Potent Talent Acquisition Strategies C-Suites Must Invest In

Article | June 24, 2022

HR analytics was first conceptualized in 1911 in the book ‘The Principles of Scientific Management’ by Frederick Taylor. Since then, it has become a prominent aspect of people management. Its application in performance optimization, employee retention and employee engagement is unprecedented. However, HR analytics has contributed in a multitude of ways to improving decision-making. Its scope is expanding and spilling into other areas of business. Many organizations are uncovering ways to use their people insights to inform decisions that have nothing to do with hiring. Applying HR Analytics to Identify a New Office Location The tech giant Cisco demonstrated that the use of people analytics can take many different shapes and forms. The company used data to guide its decision on choosing a new office building location, optimize space and build a positive culture right off the bat. Powered by the company’s data from across its 266 offices in 87 countries, the people analytics team got into action to identify usage rates and costs in the organizations. The team took into consideration the neighbourhood and community around them to assess the business outcomes. The team went over and above to examine the availability of talent from nearby universities in relation to the areas their competitors served. Predicting ROI on an Apprenticeship Training Program Multinational energy provider, SSE, deployed an in-depth analysis of their trained apprenticeship program to calculate ROI. It not only enabled the company to make a business case for its apprenticeship program to senior management but also see the true value of its initiatives through a financial lens. SSE discovered that every £1 invested collectively by the individual, society, and employer in a fully trained apprenticeship yields a return of £4.29 to the economy. Making Diversity More Than Just a Buzzword The carpool service, BlaBlaCar, used data analytics in HR to review job applications that were comprised of biased language and messaging. The company also structured its interviews in a way that was inclusive, a tactic that helped them convert candidates into employees and increase the diversity on their teams. London-based survey company Saberr employed HR analytics to explore candidates’ behavioral compatibility, core values, and diversity to identify if a candidate will feel welcome in an organization and the strength of their interpersonal relationships. Beyond the Hiring Horizon A 2019 study by Chalutz Ben-Gal discovered that recruitment and workforce planning are the two areas of HR that yielded the highest returns. By using data to fuel insights outside of hiring and people management, some organizations are demonstrating the innovative ways that HR analytics can power business outcomes. Whether to pinpoint a new regional office, assessing investment decisions or spearheading diversity and inclusion, leveraging people analytics is a matter of thinking outside the proverbial box and maximizing the combined power of people and their behaviors to drive innovation.

Read More
HR PRACTICE

5 Best Practices for Developing an HR Change Management Program

Article | July 15, 2022

The pandemic uncovered several insights into the significance and connection between health, wellbeing, and productivity at work. Whether you work from home or in an office, without employee well-being, there is no organizational resilience. HR leaders are recognizing this bare truth and are focusing on more than just physical health. There is a push to promote holistic wellness, which includes physical, mental, social, financial, and psychological well-being. Employee Well-Being and the Modern Organization Studies have proved that employee well-being has a direct impact on revenue and profitability. It affects the overall employee morale, productivity, and employee experience. Focusing on employee well-being leads to a 41% drop in absenteeism, as well as more innovation, better retention, and lower healthcare costs. As workplaces have undergone much transformation in recent years, employees’ expectations from a health and wellness perspective have taken on a new shape. Forward-looking organizations are committing to developing meaningful initiatives that foster well-being in the workplace. Organizations do not intend to stop providing health coverage and benefits. They are proactively infusing well-being into the work culture, employee experience, and career growth as these factors are most likely to take precedence in the near future. In fact, according to a study by TeamStage, 78% of employees were more likely to continue working because they liked the benefits. In this context, data and a handful of key metrics will set the tone for HR professionals to deliver more value to their employees. Mapping the Metrics That Matter So what metrics will play a key role in bringing modern, employee-oriented wellness and health programs? According to a Paycor survey, 17% of HR professionals were able to provide a concrete response to changing their approach to well-being in 2022. Some initiatives include: Mental health awareness and training Discount on mental health apps Virtual exercise programs A 24/7 support helpline Employee Assistance Program (EAP) The first viable option is to implement a meaningful way to measure employee happiness in the workplace. For instance, international electronics giant Hitachi used wearable devices to monitor a range of activities, including sitting, standing, talking, and even typing, to create a measuring algorithm. Hitachi identified and pre-empted stressors and health concerns in the workplace by offering corresponding benefits. However, implementing benefits isn’t enough. Many employers are calculating employee interaction with their wellness offering through online portals. This key metric is used to determine whether or not employees are making the most of their benefits. In turn, this demonstrates their engagement levels with the company. Parting Words As the work landscape has shifted from the office to homes and job markets have become more volatile; stress, anxiety, and mental illnesses are mainstays of employee concerns. The pandemic underlined the importance of having a robust grip on employee well-being for organizations to be able to survive such drastic transformations. However, employee wellness has proven to be a cornerstone of sustainability and resilience all along. Organizations that hope to thrive and grow well into the future will need to highlight employee well-being as an integral part of their workforce strategy.

Read More
RECRUITMENT & RETENTION

How SMBs Can Configure a Revenue-Generating Recruitment Tech Stack

Article | May 12, 2022

Assembling a winning recruitment tech stack is much like recruiting the right candidate. You’re bound to find people who match some of your requirements. There will be a few candidates who seem like a match but don’t tick every box. Then there are those that stand out because of a single quality. The recruitment tech stack has long served the HR departments in large organizations to streamline their people management. However, for small businesses, using an HR tech stack can be a big decision. According to a study by Goldman Sachs, 44% of small businesses had only three months of cash reserves during the pandemic. This forced them to be smarter with their resources when it comes to staffing. HR Recruitment Tech Stack for SMBs: The Status Quo Considering how HR as a department can be loaded with work in small and medium-sized organizations, it is imperative to have a tech stack that is well-rounded and cost-efficient. Since 2022, small businesses have faced the brunt of a talent shortage during the Great Resignation. “It's about capitalizing on the tailwinds as the economy heals and fully reopens.” Courtny Cloeter, Chief Revenue Officer at OneSource Virtual Talk about the great resignation, retention problems, and underfunctioning tech stacks. A National Federation of Independent Business report found that over 51% of small businesses couldn’t fill all their job openings in October 2021. According to Oracle’s report on the state of HR tech stack in 2020, HR managers of only 33% of small businesses consider HR tech stack as one of their top three issues. In addition, only 31% of small business HR teams report automating their people management processes. This leaves a lot on the table for SMBs who want to get the most bang for their buck. How HR in SMB’s Can Use Recruitment Technology to Improve Profitability SMBs that currently have a non-existent HR tech stack can look forward to gaining immediate benefits. According to Oracle’s report, 66% of SMBs reported seeing a significant improvement in efficiency. But efficiency is just the first step. In the age of talent shortages, remote workplaces, and mass resignations, SMBs can leverage a tech stack or tech recruiting platform to develop a winning hiring strategy. Let’s discover some of the benefits that could do wonders for the growth and revenue of SMBs. Attract Top Talent It goes without saying that quality workers benefit an organization much more than average workers. But the contrast between the two can mean either savings or a loss of thousands of dollars for small businesses. A McKinsey study reveals that in low-complexity jobs, high performers are 50% more productive, while the difference is 800% for high-complexity jobs. Developing a robust recruitment technology stack can drive high-qualified candidates faster to SMBs. Improve Employee Experience Hiring top talent is just the beginning. You need to retain that talent to save on hiring costs. That’s where employee experience comes in. A case study by Great Place to Work demonstrates how essential employee experience is. Brains on Fire, a creative agency, used employee surveys to increase their engagement score from 74% to 92% in just two years. Armed with the data from the survey, the small business refined its hiring process and boosted trust and engagement exponentially. SMBs will benefit greatly from a tech recruiting platform that includes engagement initiatives in its stack. Increase Productivity Increased productivity means higher revenue. In fact, Harvard Business Review reports that organizations that report 40% more productivity than average also have a 30–50% higher operating margin. That makes a massive difference for small and medium-sized organizations. How SMBs Are Using Recruitment Technology to Overcome Talent Shortages Recruitment Marketing The battle for qualified candidates starts way before a job application comes in. Many small businesses are making inroads into quality talent pools with recruitment marketing. For instance, many recruitment marketing tools allow organizations to instantly advertise on premier job sites. This saves time and helps SMB HR teams reach more candidates faster. Recruitment marketing tools are critical in the HR toolkit of SMBs. AI in Recruitment Tech Stack AI is a cross-functional technology in HR processes. With AI in recruitment, small businesses can maximize both time and resources to automate areas of hiring, candidate screening, interview scheduling and performance management. Data analytics can help uncover crucial insights into challenges, which can then be addressed with AI-based HR solutions. Conclusion: What Can Small Businesses Anticipate in the Future of Recruitment Technology? With technology recruitment, small businesses learn to tackle everything from hiring talent, managing performance and productivity, and shaping employee engagement. With technology, recruitment becomes more functional, performance-driven, and efficient. Small businesses can script tailored HR strategies that get the most out of their resources and deliver impressive results like it did for Brains on Fire. As SMBs continue to adopt modern tech recruiting platforms as their go-to HR management solution, they can shift their efforts towards strategic scaling. With a recruitment tech stack that scales with growing businesses, SMBs can sit back and focus on what matters: driving revenue. Frequently Asked Questions What are the technologies used in a tech recruiting platform? Some of the technologies used to leverage recruiting platforms include artificial intelligence, applicant screening and tracking, recruitment CRM tools, video interviewing tools, and training platforms. Is recruitment CRM a part of a modern recruitment tech stack? Yes. Recruitment Candidate Relationship Management (CRM) is used as part of the hiring process. It is used to manage all aspects of staffing and recruitment. It helps to build relationships with the talent pool and create a seamless hiring process. What are the must-haves in a recruitment technology stack? The must-haves of a recruitment stack are employee referral tools, email automation, video interviewing, CRM, social media automation, and job posting.

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Spotlight

CogNet HRO

CogNet HRO is a leading Business Process Outsourcing services company providing full range of HR and F&A services which includes Payroll processing, Employee benefits administration, Recruitment & staffing, performance management,background checks, AP, AR to Global Clients. CogNet's global service delivery model, including large scale operations in India, leverages global labor markets and world-class outsourcing process expertise to provide multi-national corporations with quality business transaction services and customer relationship management options that can improve your delivery of business processes while substantially lowering costs.

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EMPLOYEE ENGAGEMENT

Survey: Digital Workplace Key to Engagement for Frontline Teams

YOOBIC | March 18, 2021

NEW YORK, March. 18, 2021 /PRNewswire/ -- Frontline workers aren’t being given the digital tools they need to succeed, leading to disengagement and reduced productivity, according to an international survey of frontline workers published today by digital workplace innovator YOOBIC. A smarter and more connected approach, using mobile devices and enterprise-grade apps, could be the key to achieving operational excellence, refocusing frontline employees on core revenue-driving activities, and attracting and retaining young workers. Mobile and deskless workers now make up 80% of the global workforce, totaling over 2.7 billion people, but the majority of digital workplace solutions still focus on supporting deskbound employees. In fact, according to the YOOBIC survey, fewer than six in 10 frontline workers currently use mobile devices as part of their jobs, and 73% of frontline employees are still using paper forms, despite 71% saying that easier access to digital tools would make them more productive. The failure to empower workers with suitable digital tech takes a direct toll on mobile teams’ morale and productivity, the survey shows. More than a third of frontline employees now say they feel disconnected from their HQ, and over three quarters say their sense of engagement would be significantly improved by relatively modest connectivity measures such as mobile access to corporate communications messages. With employees almost five times more likely to perform well when they feel their voices heard, lack of connectivity is a serious problem for today’s deskless workforce, the survey shows. Frontline employees don’t just make, distribute and sell the products we consume — they deliver a brand’s purpose and promise, and create value that differentiates the brand from its competitors. By making those workers more productive, organizations free up their time for impactful work such as helping customers, improving quality, and managing critical projects. The absence of appropriate digital tools directly impacts employees’ career growth, with 40% of frontline employees saying they receive training no more than once per year, even though seven out of 10 employees would welcome access to mobile, app-based learning solutions. That contributes to a sense of stagnation that’s especially trying for younger workers, with over a third of Millennials — who now make up three quarters of frontline workers — saying they feel unfulfilled in their roles. Frontline teams are the engine of our economy, but they’re sorely underserved by organizations that fail to invest in new digital technologies,” says Fabrice Haiat, CEO of YOOBIC. “YOOBIC customers who integrate mobile apps into their deskless employees’ workflows are realizing significant gains in operational excellence, customer experience, and sales.” The YOOBIC survey, conducted in December 2020, interviewed 1,000 frontline workers from the UK, US and Canada, across industries including retail, hospitality, manufacturing, and construction. About YOOBIC YOOBIC is an all-in-one digital workplace for frontline teams. Our mobile app gives business leaders and frontline teams the performance tools they need to work, learn and communicate - all in one place. With digitized task management, streamlined communications and mobile learning, YOOBIC drives operational excellence while drastically improving the frontline employee working experience. 200+ global brands including Boots, Burgerfi, Lancome, Lacoste, Logitech, Peloton, Puma, Vans and Sanofi trust YOOBIC solutions to improve operational consistency and agility, get real-time visibility into multi-location business execution, and improve their customer experience. To learn more about YOOBIC visit www.yoobic.com or follow us on LinkedIn.

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TeamViewer offered Workplace Digitalization Packages to support remote work during and after COVID-19

TeamViewer | May 25, 2020

TeamViewer, a leading global provider of secure remote connectivity solutions, now offers Workplace Digitalization Packages to support remote work during and after the Coronavirus pandemic. Remote Work Can Improve Employee Safety and Productivity, Reduce Costs and Minimize Negative Impact on the Environment. Gartner, Inc. survey of 800 global HR executives on March 17 found that 88% of organizations have encouraged or required employees to WFH, regardless of whether or not they showed coronavirus-related symptoms. TeamViewer, a leading global provider of secure remote connectivity solutions, now offers Workplace Digitalization Packages to support remote work during and after the Coronavirus pandemic. According to a recent Gartner press release, "a Gartner, Inc. survey of 800 global HR executives on March 17 found that 88% of organizations have encouraged or required employees to work from home, regardless of whether or not they showed coronavirus-related symptoms." We at TeamViewer think this work from home trend will continue well after the crisis has subsided. As organizations around the globe struggle with a 'new normal' work landscape, they need the right tools and technology to enable remote work, support, collaboration, and management of computers, mobile devices, and anything you want to connect. That is why we have created new Workplace Digitalization Packages to support your business, employees and customers. - Gautam Goswami, CMO at TeamViewer Read more: How to support your staff during the COVID-19 pandemic TeamViewer Digitalization Packages: -Enable your employees to work from home – as if they are working at their desks with the full power of their office computers and LAN speeds with Remote Access -Make team collaboration and meeting a breeze with TeamViewer Blizz video conferencing and collaboration platform -Allow your support teams to support your remote workforce effectively with our extremely secure TeamViewer Tensor Support Tools -Monitor, Patch, and Protect all the remote workers and their devices with TeamViewer Remote Monitoring and Management tools About TeamViewer As a leading global remote connectivity platform, TeamViewer empowers users to connect anyone, anything, anywhere, anytime. The company offers secure remote access, support, control and collaboration capabilities for online endpoints of any kind and supports businesses of all sizes to tap into their full digital potential. TeamViewer has been activated on more than 2 billion devices; up to 45 million devices are online concurrently. Founded in 2005 in Goeppingen, Germany, the company employs more than 800 people in offices across Europe, the US, and Asia Pacific.

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Blue Prism Cloud-Based Digital Workforce Helps NHS Accelerate Change and Respond to COVID-19

Blue Prism Cloud | May 20, 2020

Blue Prism Cloud's SaaS-based intelligent automation platform is enabling a fast-growing number of NHS Trusts to swiftly adapt to unprecedented operational demand. The injection of AI-powered Digital Workers into the NHS resource pool allows a wide range of activities to be automated across functions in order to release more time to care for frontline NHS staff. Blue Prism Cloud equips trusts with foundation for sustainable transformation. With the NHS at the sharp end of COVID-19, Blue Prism Cloud's SaaS-based intelligent automation platform is enabling a fast-growing number of NHS Trusts to swiftly adapt to unprecedented operational demand. The injection of AI-powered Digital Workers into the NHS resource pool allows a wide range of activities to be automated across functions in order to release more time to care for frontline NHS staff. Over recent weeks, Aneurin Bevan University Health Board, University Hospitals of Morecambe Bay, North East London Commissioning Support Unit, Great Western Hospitals and Leeds Teaching Hospitals have adopted the Blue Prism Cloud platform. Not only will this assist in fighting the crisis but importantly provide the foundation for delivering sustainable long-term transformation that accelerates delivery of better patient outcomes. In 1948 Aneurin Bevan, Welsh MP and Health Minister, saw his pioneering vision for a National Health Service come into being. Now the healthcare board named in his honour is at the forefront of shaping the future of healthcare by embedding pioneering technology into its operations. "There are huge gains to be made in terms of incorporating intelligent automation into healthcare processes. For us the imperative is patient safety and experience," said Mike Ogonovsky, Assistant Director of Informatics at Aneurin Bevan Health Board. The manual transfer of data between the systems used to manage the patient journey through primary care, ambulance service, secondary care and back into community care brings with it the risk of error and delay. It also takes valuable time out of the day for highly trained staff who should be focused on caring for patients. We see an opportunity to overcome this challenge using Blue Prism Cloud's Digital Workforce and are taking the first steps to re-shape our processes so that we can continue to move the bar for quality of patient care ever higher." The positive impact automation can have on patient outcomes is also recognised by University Hospitals of Morecambe Bay. We have run small, successful RPA projects over the past four years but now it's time for us to scale the benefits of this technology. The Blue Prism Cloud platform will help us accelerate our plans and make it easier for us to expand the range of functions we support rapidly. The goal of improving patient experience sits at the forefront of our strategic initiative to apply intelligent automation into our overall operating model. For example, employing Digital Workers to help patients book, prepare for and follow up appointments can ensure everyone receives a wealth of tailored communications, confirming each step of their treatment. With 600,000 hospital appointments booked a year, there is no way our staff could proactively manage that level of personalised communication manually. For medical staff too, we see countless opportunities for removing the daily burden of updating patient record systems so that they can dedicate their time to providing frontline patient care. - Marc Hadwin, Head of Digital Services at University Hospitals of Morecambe Bay The Trusts join a community of healthcare organizations who are sharing their tried and tested automations using a dedicated Blue Prism Cloud NHS Digital Exchange that allows NHS teams to further accelerate the deployment of new automations. A library of pre-built automation assets that cover more than 40 processes tackling enhanced access to services, and patient communication from admissions through to outpatient support are being made available. Automations enabling key back office support for recruitment, HR onboarding, and finance processing are also on hand through the NHS DX. Without the need for each Trust to start designing and building automations from scratch, teams can expand the impact of their Digital Workforce faster than ever. As each Trust contributes new assets into the fast-growing library of automations, the benefit of this technology is multiplied across the country and delivering optimal results on public sector investment. Blue Prism Aiding in Fast Response to COVID-19 Across the UK More than 50 Trusts across the UK have recruited Blue Prism Digital Workers to help drive sustainable transformation over the past four years. Through Blue Prism's COVID-19 Response Program, the company has leveraged its wealth of knowledge in this sector together with the flexibility of the Blue Prism Cloud platform to put Digital Workers into production at speed in the fight against COVID-19. Here are some examples of work currently being performed by our Digital Workers as part of this effort. -Respiratory data sharing that supports identifying cases and moving data across London. -Connecting patient administration systems across health systems to improve access to psychological therapies. -Automating administrative tasks across the back office to ensure hospitals can offer the most efficient care possible. -Adapting to an overwhelming rise in requests for eConsultations for a cross regional general practice partnership that services hundreds of thousands of citizens. By automating a new GP appointment booking process, the practice has reduced the risk of COVID-19 transmission and maintained a safe environment for all patients and staff associated with the practice. -Collecting and uploading data to update a central COVID-tracking dashboard across UK prisons to help healthcare workers monitor and administer patients in the prison system. -Providing a complex automation to give 800 care homes access to NHS Mail to accelerate patient referrals from care homes into hospitals. -Accelerating the on-boarding of NHS staff through automating the complex process of creating new starter accounts and attributing staff to the relevant roles. This global crisis has pushed us all to re-evaluate what operational agility entails and how critical it is to be responsive to change on a scale we haven't seen before. The dynamic scaling capacity that cloud offers, coupled with the resource flexibility of a Digital Workforce, allows organizations to target sudden challenges faster than ever. We are immensely proud to be supporting the NHS and helping them in overcoming these significant challenges. - Terry Walby, CEO and Founder of Blue Prism Cloud About Blue Prism Blue Prism's vision is to provide a Digital Workforce for Every Enterprise. The company's purpose is to unleash the collaborative potential of humans, operating in harmony with a Digital Workforce, so every enterprise can exceed their business goals and drive meaningful growth, with unmatched speed and agility. Fortune 500 and public-sector organizations, among customers across 70 commercial sectors, trust Blue Prism's enterprise-grade connected-RPA platform, which has users in more than 170 countries. By strategically applying intelligent automation, these organizations are creating new opportunities and services, while unlocking massive efficiencies that return millions of hours of work back into their business.

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EMPLOYEE ENGAGEMENT

Survey: Digital Workplace Key to Engagement for Frontline Teams

YOOBIC | March 18, 2021

NEW YORK, March. 18, 2021 /PRNewswire/ -- Frontline workers aren’t being given the digital tools they need to succeed, leading to disengagement and reduced productivity, according to an international survey of frontline workers published today by digital workplace innovator YOOBIC. A smarter and more connected approach, using mobile devices and enterprise-grade apps, could be the key to achieving operational excellence, refocusing frontline employees on core revenue-driving activities, and attracting and retaining young workers. Mobile and deskless workers now make up 80% of the global workforce, totaling over 2.7 billion people, but the majority of digital workplace solutions still focus on supporting deskbound employees. In fact, according to the YOOBIC survey, fewer than six in 10 frontline workers currently use mobile devices as part of their jobs, and 73% of frontline employees are still using paper forms, despite 71% saying that easier access to digital tools would make them more productive. The failure to empower workers with suitable digital tech takes a direct toll on mobile teams’ morale and productivity, the survey shows. More than a third of frontline employees now say they feel disconnected from their HQ, and over three quarters say their sense of engagement would be significantly improved by relatively modest connectivity measures such as mobile access to corporate communications messages. With employees almost five times more likely to perform well when they feel their voices heard, lack of connectivity is a serious problem for today’s deskless workforce, the survey shows. Frontline employees don’t just make, distribute and sell the products we consume — they deliver a brand’s purpose and promise, and create value that differentiates the brand from its competitors. By making those workers more productive, organizations free up their time for impactful work such as helping customers, improving quality, and managing critical projects. The absence of appropriate digital tools directly impacts employees’ career growth, with 40% of frontline employees saying they receive training no more than once per year, even though seven out of 10 employees would welcome access to mobile, app-based learning solutions. That contributes to a sense of stagnation that’s especially trying for younger workers, with over a third of Millennials — who now make up three quarters of frontline workers — saying they feel unfulfilled in their roles. Frontline teams are the engine of our economy, but they’re sorely underserved by organizations that fail to invest in new digital technologies,” says Fabrice Haiat, CEO of YOOBIC. “YOOBIC customers who integrate mobile apps into their deskless employees’ workflows are realizing significant gains in operational excellence, customer experience, and sales.” The YOOBIC survey, conducted in December 2020, interviewed 1,000 frontline workers from the UK, US and Canada, across industries including retail, hospitality, manufacturing, and construction. About YOOBIC YOOBIC is an all-in-one digital workplace for frontline teams. Our mobile app gives business leaders and frontline teams the performance tools they need to work, learn and communicate - all in one place. With digitized task management, streamlined communications and mobile learning, YOOBIC drives operational excellence while drastically improving the frontline employee working experience. 200+ global brands including Boots, Burgerfi, Lancome, Lacoste, Logitech, Peloton, Puma, Vans and Sanofi trust YOOBIC solutions to improve operational consistency and agility, get real-time visibility into multi-location business execution, and improve their customer experience. To learn more about YOOBIC visit www.yoobic.com or follow us on LinkedIn.

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TeamViewer offered Workplace Digitalization Packages to support remote work during and after COVID-19

TeamViewer | May 25, 2020

TeamViewer, a leading global provider of secure remote connectivity solutions, now offers Workplace Digitalization Packages to support remote work during and after the Coronavirus pandemic. Remote Work Can Improve Employee Safety and Productivity, Reduce Costs and Minimize Negative Impact on the Environment. Gartner, Inc. survey of 800 global HR executives on March 17 found that 88% of organizations have encouraged or required employees to WFH, regardless of whether or not they showed coronavirus-related symptoms. TeamViewer, a leading global provider of secure remote connectivity solutions, now offers Workplace Digitalization Packages to support remote work during and after the Coronavirus pandemic. According to a recent Gartner press release, "a Gartner, Inc. survey of 800 global HR executives on March 17 found that 88% of organizations have encouraged or required employees to work from home, regardless of whether or not they showed coronavirus-related symptoms." We at TeamViewer think this work from home trend will continue well after the crisis has subsided. As organizations around the globe struggle with a 'new normal' work landscape, they need the right tools and technology to enable remote work, support, collaboration, and management of computers, mobile devices, and anything you want to connect. That is why we have created new Workplace Digitalization Packages to support your business, employees and customers. - Gautam Goswami, CMO at TeamViewer Read more: How to support your staff during the COVID-19 pandemic TeamViewer Digitalization Packages: -Enable your employees to work from home – as if they are working at their desks with the full power of their office computers and LAN speeds with Remote Access -Make team collaboration and meeting a breeze with TeamViewer Blizz video conferencing and collaboration platform -Allow your support teams to support your remote workforce effectively with our extremely secure TeamViewer Tensor Support Tools -Monitor, Patch, and Protect all the remote workers and their devices with TeamViewer Remote Monitoring and Management tools About TeamViewer As a leading global remote connectivity platform, TeamViewer empowers users to connect anyone, anything, anywhere, anytime. The company offers secure remote access, support, control and collaboration capabilities for online endpoints of any kind and supports businesses of all sizes to tap into their full digital potential. TeamViewer has been activated on more than 2 billion devices; up to 45 million devices are online concurrently. Founded in 2005 in Goeppingen, Germany, the company employs more than 800 people in offices across Europe, the US, and Asia Pacific.

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Blue Prism Cloud-Based Digital Workforce Helps NHS Accelerate Change and Respond to COVID-19

Blue Prism Cloud | May 20, 2020

Blue Prism Cloud's SaaS-based intelligent automation platform is enabling a fast-growing number of NHS Trusts to swiftly adapt to unprecedented operational demand. The injection of AI-powered Digital Workers into the NHS resource pool allows a wide range of activities to be automated across functions in order to release more time to care for frontline NHS staff. Blue Prism Cloud equips trusts with foundation for sustainable transformation. With the NHS at the sharp end of COVID-19, Blue Prism Cloud's SaaS-based intelligent automation platform is enabling a fast-growing number of NHS Trusts to swiftly adapt to unprecedented operational demand. The injection of AI-powered Digital Workers into the NHS resource pool allows a wide range of activities to be automated across functions in order to release more time to care for frontline NHS staff. Over recent weeks, Aneurin Bevan University Health Board, University Hospitals of Morecambe Bay, North East London Commissioning Support Unit, Great Western Hospitals and Leeds Teaching Hospitals have adopted the Blue Prism Cloud platform. Not only will this assist in fighting the crisis but importantly provide the foundation for delivering sustainable long-term transformation that accelerates delivery of better patient outcomes. In 1948 Aneurin Bevan, Welsh MP and Health Minister, saw his pioneering vision for a National Health Service come into being. Now the healthcare board named in his honour is at the forefront of shaping the future of healthcare by embedding pioneering technology into its operations. "There are huge gains to be made in terms of incorporating intelligent automation into healthcare processes. For us the imperative is patient safety and experience," said Mike Ogonovsky, Assistant Director of Informatics at Aneurin Bevan Health Board. The manual transfer of data between the systems used to manage the patient journey through primary care, ambulance service, secondary care and back into community care brings with it the risk of error and delay. It also takes valuable time out of the day for highly trained staff who should be focused on caring for patients. We see an opportunity to overcome this challenge using Blue Prism Cloud's Digital Workforce and are taking the first steps to re-shape our processes so that we can continue to move the bar for quality of patient care ever higher." The positive impact automation can have on patient outcomes is also recognised by University Hospitals of Morecambe Bay. We have run small, successful RPA projects over the past four years but now it's time for us to scale the benefits of this technology. The Blue Prism Cloud platform will help us accelerate our plans and make it easier for us to expand the range of functions we support rapidly. The goal of improving patient experience sits at the forefront of our strategic initiative to apply intelligent automation into our overall operating model. For example, employing Digital Workers to help patients book, prepare for and follow up appointments can ensure everyone receives a wealth of tailored communications, confirming each step of their treatment. With 600,000 hospital appointments booked a year, there is no way our staff could proactively manage that level of personalised communication manually. For medical staff too, we see countless opportunities for removing the daily burden of updating patient record systems so that they can dedicate their time to providing frontline patient care. - Marc Hadwin, Head of Digital Services at University Hospitals of Morecambe Bay The Trusts join a community of healthcare organizations who are sharing their tried and tested automations using a dedicated Blue Prism Cloud NHS Digital Exchange that allows NHS teams to further accelerate the deployment of new automations. A library of pre-built automation assets that cover more than 40 processes tackling enhanced access to services, and patient communication from admissions through to outpatient support are being made available. Automations enabling key back office support for recruitment, HR onboarding, and finance processing are also on hand through the NHS DX. Without the need for each Trust to start designing and building automations from scratch, teams can expand the impact of their Digital Workforce faster than ever. As each Trust contributes new assets into the fast-growing library of automations, the benefit of this technology is multiplied across the country and delivering optimal results on public sector investment. Blue Prism Aiding in Fast Response to COVID-19 Across the UK More than 50 Trusts across the UK have recruited Blue Prism Digital Workers to help drive sustainable transformation over the past four years. Through Blue Prism's COVID-19 Response Program, the company has leveraged its wealth of knowledge in this sector together with the flexibility of the Blue Prism Cloud platform to put Digital Workers into production at speed in the fight against COVID-19. Here are some examples of work currently being performed by our Digital Workers as part of this effort. -Respiratory data sharing that supports identifying cases and moving data across London. -Connecting patient administration systems across health systems to improve access to psychological therapies. -Automating administrative tasks across the back office to ensure hospitals can offer the most efficient care possible. -Adapting to an overwhelming rise in requests for eConsultations for a cross regional general practice partnership that services hundreds of thousands of citizens. By automating a new GP appointment booking process, the practice has reduced the risk of COVID-19 transmission and maintained a safe environment for all patients and staff associated with the practice. -Collecting and uploading data to update a central COVID-tracking dashboard across UK prisons to help healthcare workers monitor and administer patients in the prison system. -Providing a complex automation to give 800 care homes access to NHS Mail to accelerate patient referrals from care homes into hospitals. -Accelerating the on-boarding of NHS staff through automating the complex process of creating new starter accounts and attributing staff to the relevant roles. This global crisis has pushed us all to re-evaluate what operational agility entails and how critical it is to be responsive to change on a scale we haven't seen before. The dynamic scaling capacity that cloud offers, coupled with the resource flexibility of a Digital Workforce, allows organizations to target sudden challenges faster than ever. We are immensely proud to be supporting the NHS and helping them in overcoming these significant challenges. - Terry Walby, CEO and Founder of Blue Prism Cloud About Blue Prism Blue Prism's vision is to provide a Digital Workforce for Every Enterprise. The company's purpose is to unleash the collaborative potential of humans, operating in harmony with a Digital Workforce, so every enterprise can exceed their business goals and drive meaningful growth, with unmatched speed and agility. Fortune 500 and public-sector organizations, among customers across 70 commercial sectors, trust Blue Prism's enterprise-grade connected-RPA platform, which has users in more than 170 countries. By strategically applying intelligent automation, these organizations are creating new opportunities and services, while unlocking massive efficiencies that return millions of hours of work back into their business.

Read More

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