People are increasingly looking for personalized user experiences in every field, where they can mold things and situations as per their personal preferences, interests, and needs. The same goes for employees as well who are bringing their unique needs to the table and are expecting personalized experiences at work. Human resources functions evolve continuously with changing trends and regulations and now they can no more rely on a “one-size-fits-all” approach for talent management. Organizations are now focussing more on providing tailored work experiences to their employees. And, with the growing demand for personalization in the workplace, experts also believe that this particular trend can be instrumental in bringing together the skillsets of a diverse workforce and has the potential to improve engagement, retention and workplace interactions.
How Segmentation Differs from Personalization?
Many organizations have successfully personalized client experiences but haven’t fully applied the same approach to their employees. However, the HR departments are moving towards the same gradually. Personalization is treating every person as an individual and not a part of a group. Many HR departments still divide employees into simple segments like Gen X, Gen Y, Gen Z, Managers, Supervisors and so on. Designing policies and procedures based on such segmentations often prove to be a hindrance to the work-flow and career development. Organizations need to understand that segmentation is different from personalization. Also, data analytics can pave the way for personalization by providing important insights and tailored solutions for employees.
Why Personalization of HR Services in Crucial?
The job market is getting more and more competitive and in order to attract and retain top talents, organizations must offer a great employee experience. HR leaders are making use of design thinking and sentiment analysis for providing a compelling experience to the employees. The aim of personalization, be it any field, is providing better services to the end-user. In this case, where the end-user is an employee, the personalized experience can substantially improve their relationship with the employer, which in turn can positively impact the organization’s productivity, efficiency, and reputation. Also, it can eliminate the common talent management issues and this allows the organization to achieve more even with fewer resources.
Personalized Talent Management
A personalized approach can hugely improve talent management in organizations. For this, it’s important to consider the capabilities and aspirations of individual employees. Although the procedure looks complex, the results could be immensely beneficial. Following are some of the aspects that need to be considered for personalized talent management:
- Flexible Working Hours: helping employees achieve a better work-life balance by allowing them to work on the hours that suit them.
- Working Remotely: studies suggest that home-work distance hugely impacts the employee retention rate. Allowing employees with longer commute distance to work remotely can significantly help retain good employees.
- Flexible Work Amount: adapting the daily workload depending on the readiness of the employee, is a great option. If the employees can relax at times or aren’t always pressurized to achieve a fixed target everyday, they can perform better in the long run.
- Crafting the Job: helping employees organize and reframe their work, based on their mental, physical and social dexterity is another approach to personalization. This adds more meaning to the work and ensures that the work matches the capabilities.
- Employee Relations: determining which employee fits with which manager is important. Some data and intellect can help in finding a good match. Or, letting employees choose their managers, team or clients can also help a great deal.
Greater choice and flexibility motivate employees to contribute more and perform better. For this, HR managers need to explore new ways to personalize the experiences of an increasingly diverse workforce. While the mentioned techniques can benefit the HR personalization process, the managers also need to understand the unique needs of their businesses and employees, and embrace new and effective ideas that add value.