Le sfide delle tecnologie HR

HR Transformation

This episode of the HR Transformation podcast explores how companies can effectively leverage technology to drive meaningful business value

Key takeaways

• Elena Braida emphasizes that essential HR tools depend entirely on a company's corporate culture, roadmap, and final business objectives rather than following a one-size-fits-all template.
• Stefania Cacciola argues the industry must pivot from 'tech transformation' to 'data-driven transformation,' enabling precise skill mapping and predictive analytics for retention.

Main topics

• HR digital transformation
• Data-driven culture and analytics

Notable quotes

"the tool ECHAR today for the company depends on the corporate culture, and that is where the company wants to go."

Conclusion

The episode provides actionable guidance for HR leaders on aligning te

Transcript preview

Speaker 3 (0:03) Hello everyone and welcome to the last episode of HR Transformation, a Mercer podcast produced by Will Media, in which we try to tell how the HR world is changing and what are the scenarios that are approaching the horizon. Speaker 3 (0:15) I am Anita Reale, People and Culture Manager at Core Will. And here with me are Elena Braida, HR Digital Transformation Practice Leader at Mercer Italia, and Stefania Cacciola, Head of Organization and Human Resources Information System and Analytics at Prometheon. Hello and welcome. Hello, good morning. Good morning everyone. In this last episode, I would like to give a more concrete cut. We've talked about technology in the HR world and every time we refer to many instruments, some have emerged even in the previous episodes, and I ask you, Elena, in your opinion, what are the instruments from which to start? Speaker 1 (0:52) I could answer this Speaker 3 (0:54) question in Speaker 1 (0:54) a different way. I could tell you that companies today must have tools for managing administrative data, so it is absolutely indispensable today to have technologies that allow, for example, the production and management of cash registers, of paychecks, rather than having tools for monitoring absences. I could tell you that the indispensability of tools depends on the size of a company, but it would be an inaccurate answer. What I'm telling you is... is that the tool ECHAR today for the company depends on the corporate culture, and that is where the company wants to go. If I asked you today the question, what are the essential elements to work well in your organizational context, you would give me a list of elements different from what I could give you. And so are companies and organizations. That is, each company needs different tools in function of the direction, therefore of the roadmap, of what is its final goal. At the Char technology level, we really observe many different applications with great potential, absolutely innovative features. And companies today, thanks to these tools, tend to innovate their processes a lot, processes of talent acquisition, processes of performance management, of learning, recruiting and so on. And in this sense, these types of technologies begin to become a bit of a must, right? So, being equipped with 360 degree ECHAR Speaker 3 (2:12) technologies Speaker 1 (2:12) allows these organizations and companies to evolve and to achieve transformations that are really impactful and important. Speaker 3 (2:20) Absolutely. Stefania, how far are we from your point of view? Do you think that the issue of technologies in the HR field has exploited the potentials to the maximum or is there still work to be done on the so-called culture of technology? Speaker 2 (2:34) In my opinion, the speed with which technologies are approaching and with which we introduce and enhance. le tecnologie portano anche dei veloci cambiamenti di pensiero o di focus, per cui oggi per me la chart