In today’s world of post-modernization, technological innovations make data and IT easily accessible to people. This influences the way employees perceive their objectives and get the work done. The demand to constantly improve talent management services and enhance user experience has resulted in demographical changes, presenting a need to employ distinctive management structures with an organization.

Over the years, employee engagement and retention strategies have always been prioritized by managers. But in the current scenario where digitalization plays a crucial role, how can we boost talent management and employee engagement? What are the new trends in technology and what impact will it have on talent management?

Digital talent management services –

Every organization is experiencing a digital transformation. From cloud computing to process automation, most parts of business operations are being influenced by the digital world. When it comes to talent management, employers are emphasizing to create a more engaging work environment by utilizing the trends in technology. For example, robotic process automation (RPS). RPA enables employees to direct their effort to core business activities rather than falling in a loop with conventional business practices. Employers are also trying to improve employee experience by developing mobile applications and platforms that can be accessed at own convenience. Organizations are slowly leveraging the marvels of technology to improve their talent management services.

Performance analytics –

For any organization, the primary aim is to improve productivity and enrich employee skills. Managers constantly seek opportunities to provide employees adequate resources to improve personal learning and enable professional growth. In order to provide them with more challenging tasks, steady monitoring of performance and frequent feedback sessions need to be conducted. The evolution of HR analytics has brought in the capabilities to carry out real-time data analysis. To keep up with the fast-paced business environment, managers can utilize the tools and dashboards included in the systems (that perform analytics) to provide instant feedback. The upgradations of user interfaces and systems enable easier access to employee data and increase the reliability of the analysis.

Personalizing service programs –

Millennials have started dominating the workforce. The need to individually cater to each employee request and increase the ability to support their career growth is becoming a top priority among organizations. The latest trend around customizing talent management services includes deploying employee-centric practices to engage the workforce through innovative and creative methods. The development of LMSs and self-service portals enable employees to accomplish tasks with more confidence. Personalizing their training and learning reassures them of the trust and reliability towards the organization. Establishing brand identity with an organization is mandatory to further engage employees.

HRIS (HR information systems) –

Over the past years, HR has considerably been influenced by the advancements in technology. Increasing global presence and the need to establish their roots in different geographies has complicated the task to maintain and consolidate all HR undertakings (including payroll and talent management). The need to optimize such global companies has led managers to look into the need for an integrated system that can centralize all data and enable consistent performance across borders. This demand for integrated systems has increased the necessity for HRIS (HR information systems) that can consolidate data and make it available for talent management service to be carried out globally, without any discrepancies.