With workplace dynamics in flux, HR tech has become crucial for organisations in the post-pandemic new reality. The article offers insights on how HR tech innovations can help organisations adapt to the new normal and ensure simplified work and increased employee engagement.
2021’s workforce landscape was defined by ‘The Great Change’. Companies actively looked to enable innovation, creativity, and strong people management. New work models such as work from home (WFH), work from anywhere (WFA), hybrid, gig jobs, and contingent employment popped up. Thanks to this shift, companies are crafting more people-centric policies. At this juncture, in comes the role of Human Resources (HR).
One of the key functions of an HR department is to increase employee engagement and build an inclusive working environment. In the post-pandemic world, transition to hybrid work and re-engaging employees has become a major challenge for human resources. Solving this challenge has enabled HR tech solutions to drive today’s hyper-growth companies.
Taking Learning & Development (L&D) Initiatives Using Technology
L&D is one of the most critical responsibilities of human resources. The Covid-19 pandemic made the skills gap more evident as India moves ahead to become a digital economy. As per research by Amazon Web Services (AWS), the most sought-after digital skills by 2025 will be cloud, cybersecurity, and machine learning technologies. Employers can bridge this skill gap via L&D initiatives. Thanks to the vast variety of content – video, audio, text, graphical – learning is more interactive. Plus, with AI, personalised learning experiences can help cover the skill gap. Some platforms even have a social element to create a fun learning experience and the option to integrate it with existing HR systems.
Increased Focus on Leadership Engagement
Most employees look up to the leadership for direction, especially during times of change. Departmental working patterns are swiftly changing in the post-pandemic world and adjusting to new protocols can be difficult. HR leaders need to brainstorm and keep coming up with refreshing ways to engage leaders. This is important and there is research to back it, too. Employees who are supervised by engaged managers are 59 percent more likely to be engaged, according to a Gallup study. People management tools and ongoing feedback can also play a significant role. They have to ensure that this engagement occurs at both department and employee levels.
Taking Employee Feedback into Account
69 percent of employees say they would work harder if they felt their efforts were being better recognised. People are constantly looking for ways to improve themselves. Most employees would love to hear timely, specific, regular, and useful feedback. It also boosts their level of engagement. One way to take feedback into account is via employee surveys. They need to be conducted routinely to keep in touch with the pulse of ground realities. These surveys offer a glimpse into how employees feel and their attitudes towards work.
Keeping an Eye Out for Artificial Intelligence
AI technology has rightfully deemed the future of the modern world. With the help of AI and data analytics, HR professionals can effortlessly track and study employee behaviour. They can use this to make more informed financial and operational decisions. Chatbots and social engagement tools are other solutions that are transforming the HR tech space. These tools also increase the social spectrum of the employees in the face of lowering face-to-face interactions.
“With the help of AI and data analytics, HR professionals can effortlessly track and study employee behaviour. They can use this to make more informed financial and operational decisions. Chatbots and social engagement tools are other solutions that are transforming the HR tech space. These tools also increase the social spectrum of the employees in the face of lowering face-to-face interactions.”
Increasing Transparency for All
Another aspect of embracing the ‘new normal’ from the lens of HR tech is empowering employees to monitor themselves. Every individual in the company should have the tools to review their performance. This approach will trigger a strong sense of self-awareness among employees. It will also help them introspect on their working methods to boost productivity. Increasing transparency in the workplace will help them deepen their connection with the company. This method is being adopted in companies worldwide for sustained growth.
“Every individual in the company should have the tools to review their performance. This approach will trigger a strong sense of self-awareness among employees. It will also help them introspect on their working methods to boost productivity. Increasing transparency in the workplace will help them deepen their connection with the company.”
Finding Creative Ways for Reinforcement
Positive reinforcement has been one of the oldest tricks in the book to push employee productivity. Awarding ‘Employee of the Month’ has been a common practice among organisations worldwide. Now, with HR tech, leaders can effectively measure everyone’s productivity based on their field of work. Ideas for rewards include gamification, automation of manual tasks, and social recognition.
The HR tech space is adapting to the new normal and taking the friction out of work processes. The aim is to build high-impact, insight-oriented tools. Tools that, when coupled with AI, offer curated data, simplified work, and increased engagement.
Year of Incorporation: May 2020
Founders: Gaurav Chaubey, Co-founder; Rahul Singh, Co-founder; Saurabh Nangia, Founder and CEO
Business: Mesh helps companies to manage and measure the performance of their employees on an ongoing basis and helps HR professionals conveniently manage OKRs, goals, and performance reviews. It even sends its users personalised information to foster individual growth.
Hiring: 10+ in Jan and Feb, also, will hire for VP roles in the coming few months.
Workforce Growth: More than doubled in headcount in the past few months (currently around 56 employees).
Workforce Pie: Engineering (26%), Sales (26%), Customer Success (15%), Marketing (13%), HR (6%), Product (3%), UX (3%), Finance (2%), People Science (2%).
Key HR Metric: In addition to benefits and offerings like equity ownership, unlimited and no questions asked time offs, learning allowances, etc., all decisions and actions at Mesh are driven by their core values, L.O.V.E. – act with Love, nurture Openness, drive Velocity and think Exponential.