The practice of management has been “frozen in time” over the past three decades, as noted by Gallup CEO Jim Clifton in his 2017 commentary “The world’s broken workplace.”
“Employees worldwide do not necessarily harbor as much animosity toward their employer as they do toward their supervisor,” stated Clifton. Should administrators be held accountable? Not really.
“He stated that managers have been instructed to complete forms rather than engage in high-level discussions that promote growth.” The issue of employee (dis)engagement is the result of the mismatch between the demands of the new workforce and outmoded management methods.
According to Gallup’s employee engagement survey conducted last year, eighty-five percent of full-time employees worldwide reported that they did not feel engaged in their jobs.
Managers may encounter difficulty in retaining top talent during a talent war if they continue to disappoint employees in their pursuit of a fulfilling career. Nevertheless, managers require information regarding individuals’ career progression in order to accomplish this.
This same challenge is encouraging human capital management experts, including HCM software manufacturers like Oracle, to redefine the employee experience and assist employees in navigating their development through technology, particularly with the assistance of artificial intelligence.
Oracle announced in March that its HCM Cloud solution has been enhanced with new features that are intended to enhance HR productivity, recruitment, and engagement, as well as provide employees with the necessary information to perform at their best.
One of its AI-powered improvements, the Optimized Promotion Process, is a “self-driving” promotion process that sends proactive notifications regarding an individual’s career aspirations.
“[The feature] can be employed from a talent management perspective to encourage employees to engage in goal-setting meetings with their managers, thereby ensuring that their individual objectives are in alignment with the broader team and corporate objectives, under the supervision of their managers,” stated Yazad Dalal, the head of HCM Cloud Applications at Oracle APAC.
He stated that the feature “assists in the decision-making process by showcasing the development of the employee to date” in the context of charting an employee’s career progress.
“Data is truthful and does not overlook any significant information.” Dalal stated that HR teams can obtain a personalized snapshot of all the information they require about an employee without the need to sift through hundreds of emails or records of their past reviews and interactions, as AI capabilities are capable of learning and determining what is most important to each individual user.
AI can fill the void that may be overlooked by outdated methods by enhancing the work of managers. “AI offers an extraordinary opportunity to enhance the humanness of processes, rather than to diminish them,” he stated.
