The coronavirus crisis is a huge challenge – and raises an enormous question—for organizations. For one, will cross-functional virtual collaboration between employees and departments be sufficient for the enterprise to survive all of the necessary changes?
Physical distance and remote work have many detrimental effects on organizational performance. As a leader you can upgrade communication and collaboration within your community and improve the efficiency of your company with the right approach, tools and knowledge.
As companies increasingly focus on the agile and digital transformation of HR, the best way to get started is by mapping the organizational challenges that represent priorities and pain points not just for HR, but also for the business, its leaders and its employees alike. Doing that in a data-driven way has many advantages. Just one example: a data-driven HR function could easily predict today’s talent shortages—which, in all likelihood, are only going to get worse in the majority of developed countries—five years ago, and prepare for them in time.
Reader discretion advised: this long and detailed article is not for the fainthearted! Proceed only if you have a serious interest in learning about HR analytics.
OrgMapper | EXCELLENCE for Collaboration is an organizational design tool that helps adaptive companies build a stronger collaborative culture, enhance cross-functional team performance, and optimize organizational structures.
In a recent LinkedIn post entitled “It’s About Connecting people”, Airbus CIO, Luc Hennekens, makes a strong case regarding why it is critical for them to empower their employees with the right tools to facilitate collaboration, boost productivity, and deliver a better work/life balance.
At the heart of their digital transformation is their recent adoption of Google Cloud’s G Suite. While we certainly view the Airbus adoption of G Suite as a significant step in the right direction, this move in itself will not guarantee a successful digital transformation. There is strong evidence that any meaningful and lasting change must be supported by the constant mapping of human connections between different parts of the organization to identify and strengthen the most beneficial ones, while eliminating the ones that waste valuable company resources.