The reality of work, strongly conditioned by a year dominated by the pandemic, has profoundly changed and with it the HR sector.
With the slow return of the emerging situation, a scenario is emerging in which hybrid work will probably be the solution of election for many organizations.
How are human resources adapting to new normality?
We asked Gianluca Andraghetti, SAP Successfactors Sales Director of SAP Italia and Greece.
According to the manager, HR managers face numerous challenges to be managed simultaneously, from the health and safety of employees, to training and retraining to new work models, taking into account the new needs of the people aged during the long months of lockdown and luphin
What, then, should we expect in the next 12 months?
First, remote work will function as a magnet for talents and will be considered an investment. In order to attract and retain the right resources, employers estimate that flexible labour policies will become much more important than the period before the pandemic burst. The study found that remote collaboration tools are the main area of technological investment, leading to analysis or technologies to facilitate the return to work (test and traceability).
The study also highlights that vocational development programmes and succession plans should be a priority for HR managers while organising their workforce to fill the skills gap and enhance gender and gender diversity and equality.
Adjustments to training programmes and development plans must be implemented while addressing wider changes across the organisation, such as the fact that many workers are not interested in returning to the full-time office. More flexibility in remote work is seen worldwide as one of the major long-term changes in the workplace. This means that learning programs will have to be designed to satisfy employees who work from different places.
Let us consider, however, that the physical workplace is not disappearing. The possibility of adopting a hybrid form, with the two-tier workforce, composed of people working remotely and others working in the presence, poses new questions to HR managers.
For more than half of the respondents, working in attendance (even with a customer) is a necessity. Given the clear division of the workforce between the groups operating at a distance and in presence, human resources managers will have to review the different needs of employees, understand how to meet them while maintaining consistency in the objectives, policies and culture of the organisation.a
In addition, social justice, economic inequalities and the welfare of workers should also be at the centre of the new HR agenda. The fact that more than two thirds (70%) of human resources managers interviewed claim that their company’s social reputation (e.g. commitment to diversity and equality) offers an advantage in the search for qualified talents
With what solutions does Sap facilitate HR, dealing with distributed labour forces and increasingly diversified working hours, between presences in the premises and remote work?
The solution that supports companies in these different needs is our SAP SuccessFactors suite that allows the transition from a transactional management of human capital (Human Capital Management) to a management of employee experience (also defined eXperience Human Management
In particular, SAP SuccessFactors is the first SAP application to offer the work experience of digital work Work Zone. SAP Work Zone for HR supports the employee’s digital experience and allows you to go beyond traditional intranets by making activities more efficient with a customized, modern and intuitive solution designed for the digital workplace.
This is where the HXM enters the wider context of digital transformation, involving HR teams in supporting change management during the digitalisation process of the entire company, not just human resources.
An important component of the suite is SAP SuccessFactors Learning because it helps to develop employee skills and reduce the risk of compliance through a unified learning management system (LMS) even remotely.
Creating a culture of continuous and online learning for employees increases involvement and reduces administrative problems by automating training experiences.
If distance work is a novelty for the organization, training can be used to educate and encourage employees to deepen the skills needed to work successfully from home. The courses can be automatically assigned to the whole workforce based on the roles of the people and can include training in virtual classrooms, video tutorials, quiz and many other innovative ways of training.
As for the inclusion of new employees in a remote working environment, a unique challenge today, it is possible to rely on SAP SuccessFactors Onboarding that allows organizations to accelerate recruitment processes with detailed, dash-led procedures
Configuring the experience of employees, this solution offers personalized, interactive and engaging features that help new recruits connect with colleagues quickly, access new orientation resources and a specific dashboard that simplifies the entry into the company.
Integrated guided procedures support managers in creating new welcome messages, to recommend colleagues or mentors, to assign meetings, targets or recommend the use of tools.
At the beginning of 2021, Sap’s manager recalls, we announced in partnership with Microsoft the intention to integrate Microsoft Teams with SAP solutions to redefine the future of work together and create a business model without friction.
More specifically, to facilitate these changes in both the work and private sphere, Sap and Microsoft are implementing new integrations between Microsoft Teams and solutions such as S/4HANA, SAP SuccessFactors and Customer Experience. The goal is to create innovation, increase productivity and employee involvement, provide collaborative learning to support customer growth.