The reality of work, strongly conditioned by a year dominated by the pandemic, has changed deeply. 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 is the HR adapting to the new normality? We asked Federico Francini, country manager, Workday Italy

According to Francini, inevitably the work scenario changed suddenly with the pandemic and had to adapt to the solutions available immediately. This situation has led to a drastic change in the world of work and reflected in the management of human resources: the work of HR managers has been revolutionized and we have entered the future of work. However, many companies were already in a transformation phase because the market required it. The organizations had to adapt to the work remotely, few were those who actually worked in smart working, rather they adapted to the work remotely. Today, with the return to the new normality, hybrid work from home and office is getting more and more.

Just recently, the manager recalls, the company has used a research by Yonder with the aim of detecting the sentiment of employees in European and Italian companies during the pandemic and helping companies to act. It is interesting to understand that about half of Italian workers, for example, had never experienced work from home before the pandemic, while the European average seemed to be already used to remote working methods. Suddenly, especially in our country, employees and companies found themselves having to handle an unexpected situation never before faced and not all were ready.

Only the digital transformation-oriented working realities can keep up with the times even in extreme cases as we have seen. The digitalization of the TIF is data-driven, it is based on data that require an automated cloud platform. Starting from this principle, you need to have a very flexible approach and use applications that are able to adapt processes to the business with great flexibility of adaptation and not the other way around. All this must be recalibrated and planned constantly.

The uncertainty in the world of work at this stage will continue to accompany us in the near future and therefore we need a technology that allows us to introduce the right dynamism, agility, to face a world that will certainly change and we will all have to be ready to face any change Francini said: “We in Workday this problem we call Acceleration Gap that is nothing but the gap with which a company today with the available resources, is able to function and generate business, and the acceleration required by the market Companies which will not be able to follow the acceleration demanded by the market risk going off the track.

Research shows that 2 out of 3 workers have had difficulty finding the correct engagement by working remotely. 47% of the youngest then complained of lack of response from their organizations with the risk of leaving the company soon looking for a new position. Among the shortcomings highlighted are the opportunities for reskilling and upskilling, the demand for training and compensation deemed inadequate. Companies will soon face considerable efforts in relation to retention and recruitment. Only through structured HR management and cloud based will it be possible to avoid the abyss.

With what workday solutions does it facilitate organizations, struggling with distributed labour forces and increasingly diversified working hours, between presences in the premises and remote work?

More than ever, we need to recover the acceleration gap and focus on innovative ways of managing leadership and people in this transition phase. Workday offers a unique, flexible, integrated and data-driven inclusive solution that includes a series of tools that embrace engagement, reskilling, competence assessment with a revolutionary approach never seen in the market to date. The Workday HCM application is cloud-based and data-based, provides an engaging consumer experience and is self service, which surely simplifies the experience for the whole workforce while maintaining scalable open communication. The way to deliver results to employees is to act based on employee feedback using innovative technology that can be adapted to individual needs and preferences. Working remotely, we will need these characteristics more and more.

With hybrid work characterized by diversified working hours and organised attendance, you need to work on skills to be competitive. Workday Human Capital Management helps you customize tips and choose the appropriate training, all validated by managers. Thanks to ML, Workday helps to understand the skills of the workforce, to train talents for future needs, to offer training to fill the gap in order to make them grow.

Moreover, the last 12 months have seen the panorama of diversity, fairness and inclusion (DE&I) change radically. Today employees expect their employers to have a clear position on DE&I, communicate new initiatives and listen to every voice at every level. Identifying an employee who does not have a sense of belonging or knowing that his general well-being is not satisfactory allows us to use this information to create more satisfying paths. In Workday, the VIBE solution meets these expectations.

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