COVID-19 has proven to businesses across the globe that large-scale enterprise-wide remote work is not only feasible and if done right can be a source of competitive advantage. As lockdown measures are eased and businesses adapt to the post-pandemic new normal, workforce will be more distributed than ever and so will be the workplace with some employees opting to work remotely, some returning to the offices, and rest embracing a hybrid work model.
As these changes take effect, businesses will need to take some radical steps to successfully manage and operate as they navigate through this disruption. Leadership teams will need to adopt a more granular and task-based approach for project management, basing workloads and outcomes on smaller milestones than the traditional metrics and deadlines.
Data-driven analytics will be essential in generating insight around workforce productivity and tracking key performance indicators (KPIs).
Employee engagement and experience transformation on the other hand can become a competitive differentiator, enabled by digital communication and collaboration platforms.
Finally, a seamless and robust communication and change management framework can free up some bandwidth for leadership to focus more on key business objectives.
Trianz recognized the need for a transformative workforce and workplace management and has launched Pulse, a dedicated digital workplace platform for distributed workforce and other value chain partners/suppliers/stakeholders. The goal is to bring people working remotely together regardless of locations and time zones, with digitalized workflows and processes that drive value generation while minimizing anxiety and stress that comes while managing different applications and tools.
COVID-19 has turned out to be a catalyst to the digital transformation efforts for most future-focused organizations, especially for the human capital function. The role of human capital is undergoing a re-definition. No longer are they tasked only with the routine talent management and outcome enablement, but also assuming and transitioning through a wide spectrum of roles and responsibilities to enter a world of reimagined workplace. While they focus on influencing the success of digital transformation initiatives, they also need to ensure they keep a tab on all regular requests, follow-ups with employees or on projects, and general monitoring of business activities.
The Pulse approval management feature allows leaders to view and process pending approvals from management and employees. Approval list view supports filtering to narrow the scope of work, with self-prioritization or assigned priorities to ensure urgent approval requests are addressed on time.
Where approvals fall in the remit of change management, follow-ups are related to everyday day work performed by teams. Projects, tasks, and sub-tasks can be assigned to users with deadlines and dependencies to improve engagement and productivity. Leaders can follow up on the projects, tasks, and sub-tasks they assign, ensuring all project milestones and timelines are met. This includes a list view for all pending follow-ups, historic visualized reporting for past follow-ups, and a dedicated dashboard to monitor workflows.
Business and operational data such as sales revenues, sales volumes, profit margins, KPIs, SLA, and other metrics can all be accessed and analyzed using Pulse. A dedicated analytics dashboard provides a visual representation of key business activities and performance with options to integrate with third-party BI and visualization tools. The result, enhanced capabilities to analyze and interpret actions and insights, all natively within the Pulse. Access can be provided with role-based access controls (RBAC) in user directory services like Azure Active Directory (AD) or AWS Identity Access Management (IAM) to streamline governance and security.
Pulse allows leaders to conduct workforce analytics for their business units or function. This provides a high-level overview of workforce data like open positions, attendance, learning and development program, employee engagement, and satisfaction. A dedicated workforce analytics dashboard provides access to detailed reports and monitoring windows, which can be easily shared with other stakeholders. Summarily, leaders can use these analytics capabilities to generate insight that can assist in proactively carry out enterprise-wide talent transformation.
Digital Transformation is all about value reimagination and experience transformation, for all stakeholders, especially for the workforce. Engaged and connected employees are not only more productive, but they stay longer with the organization and deliver better results. Pulse enables leaders to analyze how employees engage with key organizational announcements, news stories, and social media posts to strategize and optimize internal communications. Customer engagement can also be monitored to optimize marketing and sales campaigns.
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