Deloitte’s 2017 Global Human Capital Trends report found that nearly 80 percent of executives surveyed rated employee experience as important, while only 22 percent reported that their organizations were excellent at building a differentiated employee experience. This is often related to legacy human resources (HR) systems that don’t support a modern experience, or fragmented processes that are too manual and don’t use digital tools. These realities can cause your university’s stakeholders to be disappointed with institutional interactions.
Fragmented systems and processes can create frustration for employees when, for example, they’re unable to find the information they need to manage their careers or life events, or when their attempt to execute HR tasks becomes complex and time-consuming.
Today’s digital workforce demands access to information that is predictive, personalized, and easily accessible. So, why don’t HR departments offer something similar?
Making the shift to digital
HR leaders are beginning to recognize the need to shift from “systems of record” to constituent-centered models. And while building a digital organization of the future is challenging for any industry, this is especially true in higher education, where the quality and reputation of your faculty, students, and staff is of the utmost importance.