{"id":856150,"date":"2020-05-07T09:00:18","date_gmt":"2020-05-07T07:00:18","guid":{"rendered":"https:\/\/www.ie.edu\/insights\/?post_type=articles&p=856150"},"modified":"2020-10-30T14:26:20","modified_gmt":"2020-10-30T13:26:20","slug":"the-last-mile-in-human-resource-management","status":"publish","type":"articles","link":"https:\/\/www.ie.edu\/insights\/articles\/the-last-mile-in-human-resource-management\/","title":{"rendered":"The \u201cLast Mile\u201d in Human Resource Management"},"featured_media":856146,"template":"","meta":{"_has_post_settings":[]},"schools":[33,35],"areas":[25],"subjects":[422,420],"class_list":["post-856150","articles","type-articles","status-publish","has-post-thumbnail","hentry","schools-human-sciences-and-technology","schools-university","areas-talent","subjects-innovation-and-technology","subjects-managing-people"],"custom-fields":{"wpcf-article-summary-enable":["1"],"wpcf-article-summary":["Now is the time to build on classic management tools using innovative technologies for smart human capital management. However, the ultimate goal of these efforts is to achieve human resources 4.0: transmitting a new culture to each and every employee. Tools such as people analytics will be very helpful in this \u201clast mile,\u201d provided that a new model of trust can be built in collaboration with workers. In any transformation, the mantra of \u201chuman first\u201d must always prevail."],"wpcf-article-leadin":["The digitalization of human resource management follows specific rules. More than other areas, including marketing and IT, digital talent management is gaining momentum. A new corporate culture must therefore be transmitted to every employee. In this \u201clast mile\u201d of people management, analytical tools and solutions will play a crucial role."],"wpcf-article-body":["In the corporate world, digital transformation demands a major mindset shift within teams that must be facilitated by the human resources department. In the digital age, talent<\/a> management has emerged as a major strategic<\/a> concern for all organizations.\r\n\r\nDisruptions like the coronavirus crisis are driving new operational dynamics, including, most notably, telecommuting. Similarly, the present circumstances require a shift towards digital human resource management.\r\n\r\nUnderstanding the demands of these new circumstances is no easy task, given the high speed imposed by disruptive technologies<\/a>.\r\n
To meet its objectives, the human resources department needs to understand the new technological landscape and build a new culture for the entire organization.<\/blockquote>\r\nDigital human resources for digital companies<\/strong>\r\n\r\nThe cornerstone of smart<\/a> people management should be laid by the human resources department, but this has not been the case in many organizations. The Observatory of Human Resources and Technological Innovation (ORHIT) has found that 68% of companies are not investing in technologies<\/a> in this area.\r\n\r\nIn any organization, digitalizing human resource management is a twofold challenge: it demands both a transformation of traditional operations (evaluations, performance management, recruitment policies, etc.) and a change in how the organization operates (agility, efficiency, workforce, etc.). To meet its objectives, the human resources department needs to understand the new technological<\/a> landscape and build a new culture for the entire organization.\r\n\r\nHowever, getting that message across to individual employees requires tools and channels capable of permeating the entire organizational value chain and reinforcing trust. To borrow a term from the field of logistics, reaching each and every employee is the \u201clast mile\u201d for the human resources department. Technology<\/a> can be very helpful in this regard.\r\n\r\nFor businesses, the road ahead is paved with new opportunities related to critical matters such as recruitment, performance management, staff training and development, and of course, the employee experience.\r\n\r\n \r\n\r\nInvesting in analytics<\/strong>\r\n\r\nNevertheless, ORHIT has found that just 30% of companies are investing in people analytics\u2014an unfortunate state of affairs, given the crucial importance of this tool in digitalization generally and in the \u201clast mile\u201d in particular. Employee data are a source of information that can inform decision-making, even in real time.\r\n\r\nIndividualized actions informed by the integration of multiple sources\u2014such as social media and other channels, always in compliance with the European Union\u2019s General Data Protection Regulation\u2014illustrate the utility of this approach. In this regard, trust is essential to creating a favorable work environment, since employees may perceive this sort of analytics as a threat to their privacy.\r\n\r\nThe key is to emphasize the \u201chuman first\u201d philosophy: the benefit to people takes precedence over all else, so technology<\/a> must be harnessed to maximize this benefit.\r\n
Employees may perceive this sort of analytics as a threat to their privacy.<\/blockquote>\r\nFlexibility, agility, and innovation<\/strong>\r\n\r\nThe application of this strategy<\/a> in human resources will make work environments more flexible and agile, while greatly increasing efficiency. This approach lays the groundwork for tackling business-related changes and is a prerequisite for the exploration of new models.\r\n\r\nBeyond these competitive<\/a> advantages, the process will also foster greater innovation<\/a>. People analytics is characterized by an innovative spirit and an openness to change. Technology<\/a> and new models of trust that emphasize the human component<\/a> are of paramount importance in these projects.\r\n\r\n \r\n\r\n\u00a9 IE Insights."],"wpcf-article-extract-enable":["1"],"wpcf-article-extract":["By Miguel \u00c1ngel Rodr\u00edguez Mu\u00f1oz<\/strong>. The digitalization of human resource management follows specific rules. More than other areas, including marketing and IT, digital talent management is gaining momentum. A new corporate culture must therefore be transmitted to every employee. In this \u201clast mile\u201d of people management, analytical tools and solutions will play a crucial role."]},"_links":{"self":[{"href":"https:\/\/www.ie.edu\/insights\/wp-json\/wp\/v2\/articles\/856150","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.ie.edu\/insights\/wp-json\/wp\/v2\/articles"}],"about":[{"href":"https:\/\/www.ie.edu\/insights\/wp-json\/wp\/v2\/types\/articles"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.ie.edu\/insights\/wp-json\/wp\/v2\/media\/856146"}],"wp:attachment":[{"href":"https:\/\/www.ie.edu\/insights\/wp-json\/wp\/v2\/media?parent=856150"}],"wp:term":[{"taxonomy":"schools","embeddable":true,"href":"https:\/\/www.ie.edu\/insights\/wp-json\/wp\/v2\/schools?post=856150"},{"taxonomy":"areas","embeddable":true,"href":"https:\/\/www.ie.edu\/insights\/wp-json\/wp\/v2\/areas?post=856150"},{"taxonomy":"subjects","embeddable":true,"href":"https:\/\/www.ie.edu\/insights\/wp-json\/wp\/v2\/subjects?post=856150"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}