• Viktoria Lindner

How Digital HR Favours Agile Working Structures

Updated: Jul 23

Agile Companies of the Future

Traditionally, only very large companies developed strategic workforce management with the aim of focusing on the replacement of a retiring workforce and training for efficient performance. Companies are moving away from performing established business functions towards disruption and innovation and more towards organizational & leadership development. Due to this project-based work, organisations now require a more agile design to allow them to adapt. See this great article on agility and design by one of our product design partners -Lucíd: AGILE AND DESIGN: TWO DISCIPLINES THAT CAN WORK PERFECTLY WELL TOGETHER Lean team-centric models will start to replace structural hierarchy models. In the rapidly changing environment, companies themselves need to be more agile and accept the dynamic career demands of the workforce.

Companies have to Embrace Evolving Reality

Given the pace of change and constant pressure to adapt, organisations do not have to reorganise themselves for every single new challenge. However, companies have to embrace the evolving reality and master the key capability – rapidly form new teams with diverse skill sets that would tackle specific tasks. Dynamic organisational ecosystems and networks now make up modern enterprises. Which are empowered by team leaders and promote collaboration and knowledge sharing.

Continuous Learning and Organizational & Leadership Development Opportunities

Roles and job titles are continuously being challenged by the rapidly changing world, especially driven by technological advancements. Employees are more open to learning and development opportunities offered by their employers to help expand their professional knowledge. Leading companies should prioritize employees growth. They are likely to thrive by constantly refreshing employees’ skills and allowing for agile and innovative structures and processes. The good news is that companies can use high-quality content for free, or very cheap to provide employees with continuous learning opportunities. See more on how to make the most of your Learning & People Development Budget here.Before, corporate learning, organizational & leadership development departments were responsible for creating proprietary content, now their job is to curate the development and create libraries of useful content.

Today, the workforce is more mobile than ever before. On-demand and interactive learning experiences are being created though modern learning technologies. Professional organizational & leadership development programmes, cross-functional coaching and training, dynamic reteaming and rotational assignments all add to making the company more agile. Thus creating a more diverse and collegial work environment.

What leading firms typically do is provide targeted in-house training and partner with external consultants and trainers. The experts will develop and conduct tailored courses for employees at different levels within the organisation. After the training, employees feel ownership and purpose in what they do. More importantly, they can develop a true understanding of how their role impacts the overall business plan. See more on the trainings and workshops we offer.  Managers should be trained and equipped with tools for team management. Soft skill training promotes workplace culture and should foster collaboration and teamwork. Enterprises show the commitment to the employees through initiated trainings and help them feel like valuable team members. The aim is to help each of the company’s employees to reach their full potential.

Challenges in Attracting and Retaining Top Talent

As unemployment rates are reaching historic lows, organisations are struggling to fill open positions due to a lack of workers. With so many options available for those looking for jobs, they now have the freedom to be more selective about accepting offers. Most importantly, the success of attracting the top talent is no longer simply HRs responsibility but multiple teams across the organisations are involved in the process. The attractiveness of any advertised opportunity is judged by a few aspects that contribute to the company of choice:

  • status, including pay and benefits

  • work-life balance

  • learning & organizational development opportunities

  • brand

  • culture

  • leadership

Companies that maintain the excellent brand reputation and have a highly visible profile as well as being agile and adaptable are more likely to captivate top talent. In many instances, candidates find their employer, not the reverse. For example; Knotel, a property development company, advertises its new properties by sharing the working experiences of its employees and highlighting how much they have achieved since joining the company.


How to Attract the Best Talent

The past year, it has been remarkable how companies are trying to reach top talent. Culture and values are being portrayed by social media accounts, whilst employees share their daily work experiences by video. HR managers know that focusing on sourcing and selection is no longer enough. They need to prioritise building strong relationships with potential candidates.

Efficient HR marketing keeps both current and prospective employees up to date with vacancies that fit each candidate’s skillset. In the past, companies used traditional Internet tools to find candidates, however, now candidate sourcing has expanded to social networks, such as LinkedIn, Glassdoor, Facebook, Twitter, Instagram as well as employee referral programmes, and recruiters. Job descriptions need to outline needed skills, experience and at the same time focus on the needs of the candidate. Companies are increasingly using talent acquisition technology platforms that make the application process more interactive. This can be done through job simulation software, including videos and case studies. At the same time companies are checking if candidates have the necessary skills to perform well on the job. At DRIVEIMPACT we partner with many companies that offer great employee benefits; such as ClassPass, Office Accord, Abroaden and more. Please contact us for details. See more on employee benefits here.

Employee Experience Should be a Primary Consideration

Moreover, employee experience is becoming a primary consideration for companies trying to retain its employees. Several factors contribute to a productive, engaging, and enjoyable work experience. Factors include meaningful work, supportive management, growth opportunities, positive and diverse work environment, and organizational & leadership development. To develop successful programs and to keep track of employee engagement, companies should take a holistic view of life at work. 

Ideally, companies introduce a process that continuously gathers employee feedback, instead of having a single annual review process. The employee benefits should include non-financial benefits, such as meals, vacation policies and wellness activities. Company’s employee experience has become a significant competitive differentiator, this is felt internally and expressed externally according to various recruitment websites. Companies can take advantage and get ahead of their competitors, by making employee happiness a priority.

Creating Agile and Digital HR

In order to ensure workforce planning efficiency and effectiveness, companies must have access to robust quantitative and qualitative data. A variety of software systems are available and offer detailed information about workforce demographics, salaries and benefits, and roles and experience. Qualitative data includes competency and performance ratings, training, organizational & leadership development history, and employee mobility preferences. Software solutions can even produce individually tailored career plans as well as monitor the progress of the strategy at every stage. However, the best technologies are worthless if HR managers do not possess the analytical and interpretive skills necessary to use the data to make strategic decisions and actionable tasks.


Conclusion

In today’s competitive job market, the right way to deploy talent will determine which companies are going to thrive and which will fail. It is an exciting time where HR leaders will experiment with the latest technology available in the market and come up with innovative ways to attract top candidates as well as create inspiring working environments and allowing for organizational & leadership development. New technology challenges change daily thus what was up to date a month ago, will soon be invalid. It is the way that we cope with obstacles that makes us benefit from them and stand out from the crowd.

Want to learn more about creating an agile company or how to be a leader in the new digital age?


Drive Impact GmbH

Krausnickstraße 1

10115 Berlin

viktoria@dimpact.io

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