Personalising an employees experience is being seen as an increasingly important way for companies to manage staff health and engagement. Changing staff demographics mean a single staff service offering won't fit the needs of a large diverse workforce.
Where is this heading, and how can you manage the costs of offering service diversity?
The changing face of the employment landscape was highlighted by The Australian Bureau of Statistics earlier this year where they noted, “The increasing proportion of couple families with children where both parents work is an ongoing trend we have been observing for a decade, as female participation rates in the labour market have increased to the current record high of around 60 per cent,”
This statistic is significant in that it represents 2.6 million families with dependent children (and a growing group at that) who have an immediate and obvious need to work hours that allow them to parent.
This, of course, is only one group. Growing cohorts of employees are seeking formalised fatigue planning, predictive scheduling, mental health days and other initiatives that answer their immediate needs rather than something that requires long-term planning (like annual leave). Increasing the number of part time jobs and hiring in the gig economy are ways corporates can access employees who want to vary their working life.
The challenge lies in how to tackle this without increasing overheads, yet identify effective approaches that work at an individual level. Psychologists suggest that in the diverse landscape of the 21st Century Workplace, that challenge is even more complex as companies seek to introduce greater diversity into our pool of employees.
Sierra-Cedar noted in their HR Systems
Survey ,"Employees are becoming consumers of HR services and HR is seeing a shift in its role from administrator to service provider."
Their survey pointed out the next generation of technology is being designed to inform our decisions and simplify our activities; it is meant to be invisible and ubiquitous in our lives and expected to perform as an intelligent system.
So what's new look like? Over 5% of companies are already using some form of machine learning, wearables, and sentiment analysis tools as strategic parts of their HR systems strategies. The concepts underpinning these technologies—social individualism and perceptive technology that can provide some level of intelligent decision making support—are here to stay.
At Shiftiez, we believe capturing individual shift preferences makes for accurate rostering first time and builds a more engaged workforce. Using our solution and co-planning with staff speeds up the roster build and communication process and reduces the likliehood of last minute roster changes.
Our roster engine creates employee schedules with a mix of hard rules (like EBA's and fatigue requirements) and soft rules like fairness tests and individual preferences to build an automated roster that works for everyone, and the best bit is a new schedule is built at the push of a button.
Talk to us about arranging a demonstration and help humanise your rosters.