engagement
Of all the conversations around the future of HR, two top-ics
are most likely to make an appearance: technology
and the employee experience. Both can be disruptive in
good ways and bad, and both will change the role of HR
going forward. Though much has been covered about advances in
software and automation, employee experience has received far
less attention in comparison. Given its ability to be equally game
changing, it shouldn’t.
Employee experience, is what people go through in the work-place,
all that distinguishes “what it’s like” to be employed in a
particular organization. The framing of work as an experience
is fundamentally people-centred and it reflects a profound shift
in mindset when it comes to managing the workplace. Instead
of transactions and metrics, it’s all about what they perceive,
how they feel, what compels them, how they interact, how they
respond, what they remember. This is how humans are coded, and
“how life is lived and remembered.” Look for proof everywhere:
museums, music festivals, vacations packaged as experiences, retail
customer experiences, even subscription boxes – all are intended
to delight the consumer in differentiated, unique ways. No won-der
driving HR with policies and procedures against data, costs
and profits is problematic.
A Designed
Experience
WHAT HR SHOULD KNOW ABOUT
EMPLOYEE EXPERIENCE
By Karen Jaw-Madson
fizkes / 123RF Stock Photo
HRPROFESSIONALNOW.CA ❚ SEPTEMBER 2018 ❚ 25
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