Can digital tools improve the employee HR experience?
Introduction
The digitalization of the HR function aims to optimize data usage to adopt a predictive approach. In other words: anticipate problems to better resolve them. However, this does not mean that the HR strategy is entirely delegated to algorithms. On the contrary, algorithms are used to aid decision-making and improve processes and service quality across the entire value chain, from recruitment to GPEC (Anticipatory Management of Jobs and Skills). For example, a talent management platform like Eurécia greatly streamlines training, interview, and recruitment processes. Both HR and employees benefit. Current digital tools thus allow HR professionals to focus on the most important aspects of their work by automating low-value-added tasks such as absence management or payroll, particularly with software like Payfit. And with chatbots like AskHR, employees can immediately find answers to their most urgent needs. HR can then use this extra time to improve the employee experience by better anticipating their needs.
Optimizing Recruitment
Relevant data analysis can be beneficial right from the recruitment process, as it can provide several hypotheses with a reasonable level of reliability by taking various factors into account. A concrete example of its application? Salary proposals. Indeed, when using predictive compensation, different elements are considered, both for the candidate and for the company. Artificial intelligence thus makes it possible to compile and analyze candidate information, such as their skills, experience, age, education level, or current salary, as well as company-related information, such as its size, turnover, recruitment prospects for the current year, or its payroll. It is also possible to add data related to the job market, particularly the demand for the position and its current value. Analyzing this information using an algorithm can then provide a more objective estimate of the appropriate salary. But this approach can also be applied to all compensation to limit salary inequalities. Beyond salary proposals, the algorithm also helps recruiters by allowing them to more accurately assess the fit between the candidate and the position, by analyzing their CV or the motivations they expressed during the interview. The final output then takes the form of an objective grid that the recruiter can use to make their decision.
Anticipating Employee Needs
Predictive analytics is thus a valuable tool in human resources, beneficial for both the company and the employee. For the employee, it allows them to assess their current skills, compare them to the expected skill set for their role, and find the most suitable training for their needs. It can also enhance their employability in the medium and long term by anticipating career evolution and adapting associated skills. As for the company, one of the main challenges is retaining its employees. In this area, analyzing data from feedback and social climate surveys can help define targeted actions to maintain team engagement. But online training portals like 360Learning play an important role. By facilitating skill development, and thus internal mobility, the company significantly increases employee engagement in the long term.
Adapting Your Organization
For a company aiming to effectively manage its operations, anticipation is crucial. First, it allows for identifying the strengths and weaknesses of its various employee groups using predefined performance indicators. Next, it prioritizes the deployment of an ambitious workforce planning strategy by anticipating predictable departures, such as the number of retirements expected within a year or maternity leave requests. By cross-referencing internal company data with sectoral statistics, the organization can best position itself within its competitive landscape. While these technologies are very useful for improving HR performance and saving time, their true value lies in their contribution to strategic choices. The advent of the latest digital technologies contributes to the emergence of truly useful predictive HR. Provided that the most relevant data is selected and decision-making remains human-led, they can bring significant added value to the company's HR strategy and employee experience.
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