The workplace is changing rapidly. Digital is transforming both how employees work and the way in which they expect to engage with their employers’ HR services. At Sopra Steria, we’ve recently partnered with Management Today on a survey that looked at the extent to which companies are using digital (data analytics, artificial intelligence, automation) to deliver a more consumer-like employee experience. And the findings don’t bode particularly well for the future of the HR function.
That’s because HR appears to be way off the curve when it comes to all things digital. For example, two thirds of CEOs and directors responding to our survey acknowledged that they had not yet fully implemented HR task automation and self-service technology in their organisations. Yet today’s employees – and not just Millennials – increasingly expect employers to make it easy for them to engage with HR how and when they want to (booking leave from home, whilst on the move, hot desking, etc.) and this can only be enabled with greater automation and digitalisation.
In search of flexibility
In fact, our survey found that greater flexibility and career development were the most likely to enhance employee experience. And the better the employee experience, the more productive and loyal an organisation’s workforce will be. Yet half of all managers and non-managerial staff told us in our survey that they had zero access to HR processes on their mobile devices. And only 4 in 10 non-managers – largely Millennials – said they believed that employees would be fully connected and operationally mobile in the next three years.
Taking this a step further, I find myself asking why so few business leaders have still not correlated a positive employee experience with greater automation? Is greater automation perhaps viewed as a threat, rather than an enabler, with concerns that robots will take people’s jobs outweighing the fact that robotic process automation can free up HR professionals from mundane, repetitive process activities? What I do know is that, with far more traction for improving employee/user experience and engagement, the tide is turning.
Connecting the modern workforce
I explore this in a new opinion paper digging deeper into the survey findings. In it I write,
by not embracing the technology that will connect and enable the modern workforce and free up HR for more strategic activity, the role of HR as a business partner could be obsolete, sooner rather than later. Indeed, being slow in the uptake of new, enabling technologies could well be the demise of the HR function as we know it.
So, my question to all HR leaders is ‘do you want to remain relevant or become obsolete’?