Because HR is today the strategic fulcrum of every organization
Never have company boundaries, roles and responsibilities been so blurred. Digitization, also imposed by the recent Covid-19 pandemic, is putting traditional business structures in crisis.
You need speed, cooperation between departments and greater efficiency in all processes. Soft skills and data driven approaches based on people analytics are critical factors for success in any human capital management strategy.
Because HR is today the strategic fulcrum of every organization
Never have company boundaries, roles and responsibilities been so blurred. Digitization, also imposed by the recent Covid-19 pandemic, is putting traditional business structures in crisis.
You need speed, cooperation between departments and greater efficiency in all processes. Soft skills and data driven approaches based on people analytics are critical factors for success in any human capital management strategy.
To write the guide we interviewed HR who asked us these questions
Technology is not just for bringing routine or operational tasks online, perhaps replicating inefficiencies. Digital must become support for the role of HR by making the analysis and evaluation of company networks and networks more effective in an ONA (organization Newtork analysis) logic, performance , training and research and selection of personnel, up to a data driven approach for the management of human resources . Only 4% of HR is able to generate objective data to measure staff productivity and the effectiveness of company training (Deloitte 2018). In addition, a Stanford study found that teams with a greater sense of “unity” have 48% higher productivity and are able to solve any problem more quickly, being more motivated towards the objectives to be achieved.
The speed of the changes imposed by digitization, the flattening of company organization charts and the collapse of the classic silo structures it requires new soft skills from employees to make any business activity more efficient. People analytics and gamification allow any soft skill to be brought to light through implicit data generated by your people and their work. 33% of the causes of employee turnover are due to a poor development of soft skills (LinkedIn Future of Skills, Apac Report).
The problem is the extreme fragmentation of business data and procedures to manage your people. New HCM strategies provide for the centralization of all data on company personnel in a single application, integrated with the existing ones, to manage all phases of the employee journey according to a data driven approach. People analytics, gamification, and digitalization can increase your work efficiency by up to 22% (HR Congress 2018). A Salesforce survey found that 96% of executives say poor collaboration and communication are the main causes of problems in the workplace. The more effective the communication, the happier the team will be.
Let’s say immediately that digitization is not enough. We must first involve people, create the right substrate of soft skills that can pave the way for any technological, organizational or structural change. 44% of companies say that gamification stimulates employee engagement and motivation. (Hr Trends and Salary Report & Randstad Professionals).
For many HRs it is difficult, if not impossible , to track the effectiveness of corporate training. Consequently, it is also complex to build employee journeys capable of guaranteeing maximum company productivity and human resource satisfaction. People analytics and gamification can help you understand the real effectiveness of corporate training and avoid always resorting to monetary incentives to increase productivity and performance. From studies conducted over the past 40 years, cash stimuli and incentives only work for repetitive and elementary jobs. (Ted Talk – Dan Pink).
What real and real problems will help you solve our HR guide
Today managing people in scenarios that change faster and faster is a very critical role, every task, activity or decision becomes more difficult and the impacts on the entire company structure are much more incisive.. In our guide you will understand how to analyze your corporate network and take advantage of people analytics with gamification to prevent :
The search for new talent is too slow, laborious and ineffective.
Employee motivation is linked only to monetary incentives.
The effectiveness and ROI of corporate training are impossible to prove.
The structure of your corporate network has a misaligned functioning with respect to the actual functioning in an ONA (Organization Network Analysis) perspective.
The company departments insist on working in silos, without communication and synergy.
It is impossible to monitor the development of soft skills in employees.
Employee turnover involves unsustainable costs.
The onboarding of new resources is too slow compared to the required executive activities.
Your tasks and tasks become more and more complex to perform and disconnected from any other business activity, losing their extreme value.
To write the guide we interviewed HR who asked us these questions
Technology is not just for bringing routine or operational tasks online, perhaps replicating inefficiencies. Digital must become support for the role of HR by making the analysis and evaluation of company networks and networks more effective in an ONA (organization Newtork analysis) logic, performance , training and research and selection of personnel, up to a data driven approach for the management of human resources . Only 4% of HR is able to generate objective data to measure staff productivity and the effectiveness of company training (Deloitte 2018). In addition, a Stanford study found that teams with a greater sense of “unity” have 48% higher productivity and are able to solve any problem more quickly, being more motivated towards the objectives to be achieved.
The speed of the changes imposed by digitization, the flattening of company organization charts and the collapse of the classic silo structures it requires new soft skills from employees to make any business activity more efficient. People analytics and gamification allow any soft skill to be brought to light through implicit data generated by your people and their work. 33% of the causes of employee turnover are due to a poor development of soft skills (LinkedIn Future of Skills, Apac Report).
The problem is the extreme fragmentation of business data and procedures to manage your people. New HCM strategies provide for the centralization of all data on company personnel in a single application, integrated with the existing ones, to manage all phases of the employee journey according to a data driven approach. People analytics, gamification, and digitalization can increase your work efficiency by up to 22% (HR Congress 2018). A Salesforce survey found that 96% of executives say poor collaboration and communication are the main causes of problems in the workplace. The more effective the communication, the happier the team will be.
Let’s say immediately that digitization is not enough. We must first involve people, create the right substrate of soft skills that can pave the way for any technological, organizational or structural change. 44% of companies say that gamification stimulates employee engagement and motivation. (Hr Trends and Salary Report & Randstad Professionals).
For many HRs it is difficult, if not impossible , to track the effectiveness of corporate training. Consequently, it is also complex to build employee journeys capable of guaranteeing maximum company productivity and human resource satisfaction. People analytics and gamification can help you understand the real effectiveness of corporate training and avoid always resorting to monetary incentives to increase productivity and performance.
From studies conducted over the past 40 years, cash stimuli and incentives only work for repetitive and elementary jobs. (Ted Talk – Dan Pink).
What real and real problems will help you solve our HR guide
Today managing people in scenarios that change faster and faster is a very critical role, every task, activity or decision becomes more difficult and the impacts on the entire company structure are much more incisive.. In our guide you will understand how to analyze your corporate network and take advantage of people analytics with gamification to prevent :
The search for new talent is too slow, laborious and ineffective.
Employee motivation is linked only to monetary incentives.
The effectiveness and ROI of corporate training are impossible to prove.
The structure of your corporate network works out of alignment with your ONA (organization network analysis).
The company departments insist on working in silos, without communication and synergy.
It is impossible to monitor the development of soft skills in employees.
Employee turnover involves unsustainable costs.
The onboarding of new resources is too slow compared to the required executive activities.
Your tasks and tasks become more and more complex to perform and disconnected from any other business activity, losing their extreme value.
How gamification can revolutionize traditional human resource management
Find out how gamification can simplify and make the role of any HR more strategic , to the point of creating a new corporate structure capable of:
- Involve all collaborators, concatenating the different functions and the different hierarchical levels.
- Mapping the real functioning of the corporate network by optimizing the flows from an ONA (Organization Network Analysis) perspective.
- Select new resources by optimizing all available information.
- Engage any change with quick and easy logic, so that everyone appreciates their work.
- Always offer constructive and flexible training, bringing true value to the organization.
- Increase the flexibility and speed of actions by the team, generating more transversal organizations, without silos and with shorter processes thanks to shared implicit data.
- Empower the individual in a group vision, where objectives and results are always clear at every level.
People analytics, digitization and gamification for a new high-performance HR and HCM model
Gamification, as we explain in our guide, will allow you to revolutionize traditional human resource management, giving your role the importance it deserves today.
In the guide you will find a straightforward and immediate path to implement a new data driven approach for human resource management in your organization, thanks to people analytics.
Gamification will act as a catalyst to always guarantee maximum involvement from any corporate role , simplifying your work and maximizing the results that can be obtained.
