When we talk about the work experience today, It’s just astonishing that at how much has changed. While the pandemic has struck all of our hearts, it has been a shot in the arm when it comes to digital technology adoption, particularly from the perspective of employee experience. When it comes to technology, the average employee nowadays employs 15 to 20 applications to complete their daily work. But there’s another stat that tells us that 70% of these digital changes fail to meet their goals.
When we talk about digital adoption platforms and employee experience, it’s important to remember what employee experience actually is. In its most basic form, employee experience is simply the sum of an employee’s encounters with a variety of organizational factors. The experience begins with a job application for a role and ends with the candidate’s final exit and separation from the organization. The paradigm shift from the traditional way of working and traditional workplaces, the pandemic has magnified these issues in terms of a change to a new style of working. And it’s gotten even more complicated this time.
It has once again become critical for businesses to closely understand their employee’s experiences, monitor them, and take the appropriate actions to improve, as needed. So, from the foundations of a positive employee experience over an employee’s full lifespan, the aspect is an organization, culture, work environment, and technology. For example, during the onboarding process, let’s say the leadership interactions, which fall under the organization and culture category, the workplace, which falls under the environment category, and the software platforms that employees use for induction, which fall under the technology category, all have an impact on the employee’s overall experience in the first few days at the company. All three of the aforementioned components will come together and influence an employee’s experience.
Every organization needs a plethora of applications. Typically, an HCM workday is required, they might also need payroll software with SuccessFactors and then some form of learning management system. So all the technologies make up your primary HR system. So, DAP is a middle layer that works in between the user and application. The middle layer, which includes all of these solutions, is what I refer to as the employee experience suite. These are more about how to keep workers interested and how to provide them a better experience with particular procedures. There are platforms for learning experiences that are interested in offering greater learning opportunities and participating in real-time.
In short, Digital adoption platforms can act as the facilitator for employee experience. DAP is a new type of enterprise software that gives you real-time help while combining coaching, analytics, knowledge management, and automation. DAP can be used on top of all applications that are used by employees for analytics, onboarding, learning, and support. It can also be applied on top of software or products that are used by customers for customer interaction, guiding, and product performance analysis. Everest research indicates that DAP has grown significantly over the past few years and will eventually play a crucial role in the enterprise IT ecosystem.
First and foremost is the banking industry. BFSI has been one industry that, in terms of digital adoption platforms, is likely among the leaders. There may be various factors accelerating it. But banking industry is undergoing a major shift. Traveling to the banks was mostly done by consumers like you and me. Nowadays, in the wake of the pandemic, the bank is trying to get closer to the consumer, not the other way around. This one focuses on how banks are using technology to improve the user experience of their end-users. Another angle to this is that they’re basically embracing a lot of technology because they have to utilize it internally to cooperate across a workforce of several generations.
Secondly, significant growth in digital adoption utilization is observed in the Healthcare industry, particularly in the area of procurement. They automate complex processes of how I hand hold my employees to really adapt to this in the flow of action because today you don’t have somebody across your shoulder and ask how it is done. The Healthcare industry is widely adjusting itself to a blended workforce
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