HR Tech and the new world of work

Since the rise of COVID-19, we’ve seen companies adapt to a hybrid workforce, face an increasingly competitive talent market, and prioritise holistic employee wellness. We’ve also seen traditional corporate hierarchies shift, placing employees firmly in the driver’s seat. Stephen Moore, from Ceridian, asks what role HR technology plays in this change of direction.

Given these headwinds, it’s no surprise that organisations are taking a broader view of what it means to be an employer of choice. To attract and retain top talent in a dynamic labour market, organisations must go beyond paying their employees competitively; they must actively address the growing needs of a diverse workforce. The stakes are high, given that 66 per cent of New Zealand employees are considered a flight risk, according to Ceridian’s latest Pulse of Talent research.

This may feel daunting, but advancements in HR technology are helping organisations chart a clear path forward, especially when it comes to enhancing the employee experience.

Sixty-six per cent of New Zealand employees are considered a flight risk, according to Ceridian’s Pulse of Talent research.

Improve hiring and staffing decisions

In today’s hyper-competitive job market, organisations need to embrace a data-backed approach for their people and talent management strategies. Ceridian’s 2021–22 Executive Survey found that 58 per cent of New Zealand’s business leaders will increase the size of their team in the next 12 months, with more than half (54 per cent) planning to employ gig workers.

With these changes set to fundamentally alter the fabric of the New Zealand workforce, organisations that leverage AI technology will stay a step ahead through access to more informed, efficient and timely information, leading to improved decision making. With 51 per cent planning to use AI tools for recruitment and talent management, and another 39 per cent already using it, New Zealand organisations are already building a more intelligent future of work.

Using smart tools to improve hiring decisions ensures businesses can reduce hiring mismatches, track existing employees’ skills and preferences, match existing employees to new roles they’ll enjoy, and ensure pay structures are at competitive market levels via benchmarking tools. The integration of this technology not only helps an organisation’s bottom line but also links directly back to employee experience, which is more important now than ever before.

The latest Pulse of Talent survey by Ceridian found that 84 per cent of New Zealand employees are experiencing burnout.

Build tailored and connected employee experiences

The pandemic accelerated what has been taking shape for some time: the need to provide tailored, connected and on-demand employee experiences. Mobile technology is a critical aspect of reimagining working experiences to meet employee expectations.

With 51 per cent planning to use AI tools for recruitment and talent management, and another 39 per cent already using it, New Zealand organisations are already building a more intelligent future of work.

Establishing connectedness across a decentralised workforce is an even greater challenge as employees embrace today’s increasingly fluid, borderless world. Employers need to make company information and policies more accessible to the entire workforce. With mobile HCM solutions, employees can access company information and resources they need, when they need them, right from their smartphones.

This always-on, digital-first flexibility mirrors employees’ personal lives, and helps them better manage and take ownership of their work life.

On the other side, managers can respond to employee requests and connect with their teams across multiple channels.

Evolve workplace wellness offerings

As workers continue to feel the effect of the COVID-19 pandemic, employee wellness must be considered. The latest Pulse of Talent research by Ceridian found that 84 per cent of New Zealand employees are experiencing burnout.

Now is the time for employee-centric organisations to re-evaluate and optimise their approach to mental health and wellbeing. Not only is it the responsible thing to do, but a healthy and engaged workforce leads to lower turnover, lower absenteeism, and higher productivity.

The first step in this journey starts with listening to your employees through activities such as pulse surveys and manager meetings. This type of feedback is necessary to ensure the support provided is aligned with employee expectations and needs. When considering Ceridian’s recent Pulse of Talent data, mental health days (46 per cent), flexible schedules (39 per cent) and employee assistance programmes (37 per cent) are the most favoured pathways for supporting employee mental health and wellness.

The integration of technology in business is integral to keeping up with the changes we’ve experienced over the past two years. While many businesses want to implement change, it can only be effective when a holistic approach is taken, enabled by technology that allows organisations to integrate forwardthinking approaches that are in line with the new world of work.

Stephen Moore is responsible for overall leadership of the Asia Pacific and Japan region at Ceridian. His focus is to deliver world-class innovations and experiences to customers, helping them optimise performance using Ceridian’s intelligent HCM and deep business insights.