Learn how to use the Stanford way of Design Thinking to redesign your total rewards strategy. This article explains how to design an innovative total rewards program to optimise business value and increase employee happiness.
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At our recent joint webinar with LaserBeam Software 'Rewards Strategies for 2021 & Beyond', we dived into Rewards Strategies that organisations could put in place to optimise employee engagement. On a celebratory note, catch a recap from our speakers, Evelyn Chow from DecodeHR, and Naveen Veda, from LaserBeam Software!
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Companies are cautious on the utilisation of their resources, hence financially affecting the organisations' rewards programmes for their employees. What should organisations actually prioritise and enhance, and how do they do that?
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Performance ratings are used to seek out the cream of the crop of employees as well as seek training opportunities for upskilling. Find out more on Performance Management in this article as we find out the core attributes which factor in the ranking of your employees' performances.
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dcHR.tech constantly seeks out the latest HR Tech trends. HR transformation and the adoption of HR Tech has been accelerated to address mental wellness & employee engagement of today’s hybrid workforce, and to transform the employee experience. Onboarding, L&D, and HR analytics are top priorities for HR in the Covid19 new norm of remote working.
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Emotions influence decisions. Measuring emotions can be of great value for research purposes. Advanced facial recognition-based software recognises universal facial expressions like happiness, fear, anger and sadness. This technology can be of great value in HR and recruitment.
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So, you’ve bought a new HRIS! That’s a step forward to delivering a digital transformation across HR and the business. But now to implement it. There are many books written about HRIS implementation but let’s start with the basics.
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Today, employee engagement is a big thing at every organisation. Everyone is trying to figure out the key ingredients to creating a workplace whereby employees are almost “dancing” on their way to office and humming happy tunes while being busy as a bee. Achieving this state of high employee engagement within the workplace is certainly not easy.
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Artificial intelligence and digitalisation bring about a new wave of technological tools. From fancy cloud-based software to robotics, these technological innovations have vastly enhanced workplace processes. One such technological tool would be the introduction of chatbots.
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With the slew of Millennials in the workplace today coupled with the thriving startup scene, startup companies exudes the impression of a dynamic workplace. However, it is the dynamic and high-staked startup environment that makes it crucial to emphasize on the workplace culture during the startup hiring process.
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This digital HR framework provides a useful overview of how the various human capital domains come together as they are enabled by technology.
Think of it as a “skeleton” which you can use to visualize and fit in the pieces of technology which are introduced in different parts of your organization’s HR department. At a glance, you can see what you should work on first, what’s missing, and which areas you are doing well in.
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With the increased interest and use of AI in technology solutions comes the question of fairness and ethics of these algorithms. It may come as a surprise that machines can be biased. How can we practise responsibility in countering AI bias?
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If the foreseeable adverse effects of shifting to an automated knowledge economy are not addressed, many of the potential benefits could be squandered. How can organizations and their leaders rise to this challenge of responding to "technological social responsibility'?
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For those who are planning to embark on a digital transformation, or are in the midst of the journey, consider the following:
1. The DNA of an organisation makes a significant impact on the outcomes of its digital journey.
2. A learning and caring culture benefits digital transformation as it helps employees to better respond to change.
What are your thoughts on balancing culture and technology in digital transformation?
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Rapid advances in digital HR have shaken up and transformed the way performance management works. AI today is enabling data-driven performance reviews. Yet how do we balance the role of the human manager with the AI-powered tools? How do we seek the balance between human intuition and machine-driven data insights?
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AI is now trending worldwide across organisations big and small as each take up arms for the digital revolution, but are we forgetting the people within the organisation? Do they have the skills and competencies needed to handle AI in the workplace?
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On 3rd July, dcHR.tech was unveiled at a gathering of friends, tech partners and clients. It was a dizzying moment – both of excitement and to a large extent, adrenaline-sustaining tiredness. We are so glad that we were able to share our joy with our HR tech partners - Enboarder, Panalyt, Synergita, Kaltura, Comaea, EngageRocket, SelfDrvn, and impress.ai. Thank you for your willingness to spend the momentous occasion with us! It was spectacular that Grab was there too to share about their amazingly heartfelt employee onboarding stories.
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Artificial Intelligence (AI) is the science of simulating human intelligence at a processing power and speed of machines. It is expected to change our lives in more ways than we can imagine. Some fear that it will eliminate jobs - tasks done by humans will be replaced by machines. We believe that it is upon us. We could consider it as a foe and eliminate it or consider it as an enabler and make it our ally.
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Every organisation has a DNA - it's about your cultural strength that points to your greatest assets. Knowing your DNA gives you a competitive edge and impacts the success of your transformation journey.
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