As we’ve often discussed, HR and IT have not historically been aligned within an organization. But as the need for the digital transformation continues to grow, the two department’s collaboration has become more important than ever.

Every day sees technology playing a bigger key role in helping HR leadership make strategic decisions and automate what were once time consuming processes. It’s reported that one third of HR teams now use some form of artificial intelligence (AI) technology and just over 40% are building mobile apps to deliver better and faster HR solutions.

Of course, one of the most important topics for HR is talent management. The core questions remain unchanged.

Rigid job requirements have been replaced by a dynamic, fluid approach.

• How do you attract and retain the best people and top talent?
• How do you give candidates and employees the best experience?
• And what does your organization need to do to win the war on talent?

What has changed is how businesses are adapting to a new reality and adopting new tech-driven HR processes to drive performance through integrated people management practices.

A New World Order: Digital Talent Management

Company branding and reputation, employee vetting, hiring, onboarding, retention strategies, and performance management have and will always be essential parts of managing talent. In the digital age these things remain just as crucial, but they are now supported by a range of tech tools.

Organizations that are serious about tackling the digital transformation head on need to focus on automation while ensuring all the processes, from recruiting to onboarding and talent management, align with employee expectations. Top level attitudes, strategies, and communications have a direct impact on making sure this process occurs across the entire company structure with everyone buying in to the new program.

Since the most valuable asset of any organization is its people, it’s important to make sure your company’s employees are engaged, productive, and rewarded for their performance. The new approach to talent management means:

• • Increasing candidate and employee engagement through easy and simple recruitment.
  • Mutual give and take.
  • The introduction of fresh ideas your business can act on.

The bottom line? Employees want to work how they choose—anytime, anywhere, and on any device. Organizations focused on recruitment and retention of top-tier workers must be prepared to meet talent wherever they are and empower them with whatever methods they demand.

Here are some ways to make this happen.

Performance Appraisals

Companies must now go beyond simple annual reviews and develop a system that supports employees’ day-to-day work and overall career development. Regular performance appraisals can help employees establish a clear career path that is supported with focused goal setting and performance management reviews that assist them in achieving their goals. And these appraisal meetings are the perfect setting for gaining insight into what employees want and need to stay engaged.

Coaching

Companies can kick start the onboarding experience by providing new employees with everything they need to manage their career goals from the get-go. Providing a superior digital experience in the form of autonomous training, learning, and other modern technologies will keep employees engaged and enable them to more efficiently perform their tasks while maintaining a satisfactory work/life balance.

Teamwork

In the past, organizations were structured around a distinct hierarchy, but modern thinking recognizes more is accomplished when the work is done in teams. Collaborating on projects:

• Fosters creativity and learning.
• Allows employees to work off of and benefit from each other’s strengths.
• Builds trust and establishes strong relationships with coworkers.
• Promotes a stronger sense of being important to the organization.
• Encourages healthy risk taking.

Multidirectional Feedback

Unsure about what employees want in terms of learning, development, and benefits? Try asking them. There’s no better way to find out what makes your employees happy beyond their job than by using mutual feedback during face-to-face sessions. Online surveys can also be used to collect regular feedback.

Moving forward, AI-driven survey and feedback information must be transparent and embedded into an employee’s day-to-day work. Companies should not underestimate how giving employees the ability to express their opinions is having a transformational effect in the world of talent management. That’s because when employees feel listened to they are happier, and when they’re happier, they innovate more and build better products and services.

Living by the New Talent Management Rules

People make your organization strong and by putting their stated needs at the forefront of talent management, your business builds value while investing in their futures. Working together, HR and IT can now collect and use data in user friendly ways while still engaging employees, improving productivity, and developing strategies that reap both individual and company-wide benefits.

In the end, what this all means is that the old world of talent management where employees filled data into their profiles and received annual performance reviews must be replaced with the information and tools they need to plan and develop their careers. And organizations must encourage transparency into the corporate culture, structures, and goals so that each employee can buy in and help the company meet its overall business objectives.