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This new concept places people at the center of companies and offers collaborators a meaningful work experience. Corporate education and technology are fundamental to guarantee positive results.
A study by Gartner Consulting, in the United States, shows that only 29% of collaborates believe that the human resources area knows what they need and want. This number sends an alert signal to organization. A new concept called employee experience is here to help align expectations. Currently, the way companies position themselves is directly connected to customer satisfaction and product/service use – the client is first. The employee experience concept focuses on the employee journey to help increase efficiency and competitiveness.
“Employee Experience pushes HR departments to rethink their actions. It is an excellent strategy which presses companies to truly get to know their collaborators and understand what they consider memorable experiences to be. Behind the realization of great experiences, certain principles must be observed so they are consistent with the intended target results,” says Ana Paula Baseggio Lehmkuhl, who is the Human and Organizational Development manager at DOT digital group, a reference in the EdTech market.
Drawn from customer experience observation, a concept that focuses on the client, the term Employee Experience emerged in the United States in 2017. People management experts concluded that it was impracticable to have customer satisfaction without first providing positive experiences to collaborators. It is important to clarify that this new concept has nothing to do with comfortable lounge chairs and ping-pong tables. It does, however, pose on people managers the mission of connecting collaborators with the business in a personalized way, respecting the individuality of every team member.
EdTech has a key role – Employee experience invites organizations to centralize actions on the multiple dimensions of the human being. It is a great challenge which transforms the HR areas into a services designer for the organization and its collaborators,” affirms Lívia Felizardo, an EdTech business expert at DOT digital group. In her opinion, digital tools for corporate education play a key role in enabling this new style of HR, as “they are the instrument that makes employee experience implementation and practice tangible within organizations.”
Learning Experience Platform
Inspired by the need for a directed and personalized professional journey mentioned under the employee experience concept, the DOT digital group expert is involved in developing a platform which is based on the Learning Experience Platform. This new tool goes beyond the function of a common LMS. “The idea is personalization. It is possible, for example, to recommend courses to collaborators based on their preferences. These (recommendations) need not be limited by the company´s content portfolio but can connect (users) with what the market has to offer online,” explains Felizardo.
What does actually change when the focus shifts to a personalized corporate education? The main change is that this empowers employees to make choices according to their career projection, and not simply according to a “career plan” predefined by the organization. Further, it increases motivation for continuous learning and updating, which is an urgent need for organizations to increase competitiveness. According to Felizardo, by allowing collaborators to take charge of their career management, employee experience provides a more consistent trajectory, “which means learning is not set in stone, and collaborators are free to pave their own paths together with the company.”
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This article was originally published in Mundo RH.
By Luiz Alberto Ferla
The snooker table has become an icon for businesses that aim for collaborator satisfaction, especially within IT businesses. The table is not bad, but it isn´t enough. When I say this, I am talking about the relaxed enviroment it represents. Research on Generation Z professionals (born in the mid-90s) done by Gartner last year in the United States shows that much more than a little pampering is needed to keep them engaged and satisfied – 40% of these professionals said they regretted having accepted their current jobs.
What does this generation, which represents 32%of the worldwide population, really want? And what can organizations do to retain them and get past their lack of engagement and low productivity? The answer might be in Employee Experience, a new concept that is here to transform HR into a provider of custom-designed services for each of the collaborators. Is it impossible? It would be, were it not for technology, which makes it possible to personalize actions in a way that collaborators feel they are the protagonists of their own journeys within the company.
Employee Experience emerged in the United States around 2017. Experts perceived that companies needed to offer positive experiences to collaborators to guarantee the satisfaction of the end client, namely customer success. Garter´s research on Generation Z proves that opportunities for constant career updates and development are some of the main reasons employees stay with a company. For this reason, corporate education platforms are key to inserting Employee Experience in business.
New EdTech platforms, designed according to employee experience guidelines, allow team members the freedom to build their own careers within the company. Consequently, the new model breaks away from standardization and values individuality by bridging the gap between the objectives of companies and employees. Corporate education tools provide collaborators with course recommendations based on personal needs and preferences, for example, and connect them with content available online. Work colleagues may also make suggestions.
As collaborators begin to have more positive experiences, the company benefits from having more motivated professionals who constantly want to learn and stay up to date. A recent report by Brasscom indicates that the IT sector will need 420,000 new professionals in Brazil by 2024. Currently, there already is a surplus of vacant positions. This means that meeting the desires of collaborators will be increasingly more important to retain talent and maintain the team engaged, productive, and satisfied with their journey in the company.
Luiz Alberto Ferla is CEO and founder of DOT digital group.