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“I think probably the biggest benefit we have from using the system is the fact that we can load various types of documents, not just ePayslips (electronic payslips) which means that an individual can
Book online at cipp.org.uk or email info@cipp.org.uk
access all finance related documents in one place.” Payroll & Pensions Manager, Northumbria Police
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and find their experience far less digital and ‘easy’ than they do at home. Consider that as an important design principle when you are considering technology”, she says. In addition, Woodman warns that although technology has widened the accessibility of digital learning resources to develop managers, according to CMI’s Learning to lead research in 2015, only 68% of organisations actually provide their managers with access to digital learning resources for self-directed learning. Hoover believes it’s about developing the employee experience across the range of workers who will come in and out of an organisation. It’s no longer just about engaging those traditional employees – they will still be there – but employers will continue to have other types of employees they need to attract, engage and retain through their extraordinary employee experience. “It will take a different kind of thinking; and already has, given that 35% of the workforce in mature economies
become more important”, she explains. Technology has enabled the customisation of talent management, and personalisation is widely recognised to boost engagement. Therefore, businesses that embrace these solutions will enhance their company brand and become employers of choice for today’s top performers. “A tailored talent management system benefits the whole organisation in engaging employees, supporting high performance, enhancing corporate image and helping the organisation to become an employer of choice, as well as contributing to diversity management and reducing recruitment costs”, says Woodman. extent, according to Weeks. “It is vital that organisations not only respond to current talent challenges but actively anticipate future challenges and opportunities and develop pipelines of talent for the future”, she concludes. Indeed, it is clear that employers with long-term talent management strategies today will be the ones that will reap the rewards tomorrow, and beyond. n The rapid speed of change and globalisation is affecting all of our organisations to a greater or lesser
are already contract or free agents”, she says. “It’s exciting to know we need to crack new puzzles in the short-term and that our enabling technologies like artificial intelligence will also change the way we work.” Long-term gain Tackling talent management is unique to every company and industry, and Jones believes that more than anything it is about knowing your organisation and understanding what truly motivates your employees. “Appraisals and ongoing training are some of the most important ways to achieve this, although it is not enough to make a token offer. For example, supporting employees to choose the correct training courses or investing time in designing a high-quality appraisal process will improve employees’ engagement and help to retain top talent. It is a worthwhile investment and one that every company should be looking to make as talent management continues to
...businesses that embrace these solutions will enhance their company brand...
| Professional in Payroll, Pensions and Reward | June 2018 | Issue 41 46
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