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Goodbye Silos, Hello Teams

Digitally enable your employees to network and collaborate


Need departments to collaborate with one another? Lack of collaboration can slow everything down, from day-to-day work to major projects. But what if employees were digitally enabled, able to network and collaborate with people outside of their department?

Last year’s digital business study from MIT Sloan Management Review and Deloitte Digital revealed something interesting: the more digitally mature an organization is, the more likely it is to be organized around cross-functional teams. Projects are taken on by specifically-created groups, not departments.

 

Lack of collaboration can slow everything down, from day-to-day work to major projects. Find out how departments can collaborate with one another.

Creating a new team for every project is no small task, but HR can take charge. With a human capital management (HCM) system that’s boosted by artificial intelligence (AI), they can supercharge team-building – and underpin how a company runs.

  • Dream teams – using development, work history, and personnel data, you can find the right people from across the business, with the skills and experience to build the perfect project team. And you can see their availability, making resource management more intelligent too.
  • Intelligent development – self-driving training programs help employees to continually develop their abilities, with automated prompts to keep them on track and suggest in-demand skills. Plus it’s easy for HR to group people with common development needs, for smarter training.
  • Anticipating needs – proactively monitor for skill gaps before they become an issue, with recommendations for training or recruitment based on business needs. And if you do need to bring in new employees, find ideal candidates fast through chatbots that handle the time-consuming early stages of recruitment.
Teams achieve dreams

A team-based approach unites diverse perspectives and skills, avoids departmental siloes, embraces agility (as teams are quickly built and disbanded), and allows ideas to be tested and adapted at pace. And this is all because decisions can happen at the team level, instead of through a lengthy approval hierarchy.

HR leaders can ensure their company is able to adopt the team-based approach they need to work intelligently, with agility, and in a way that engages and develops employees. And as projects evolve and goals change, they can quickly find new team members with the skills, experience, and availability to fill gaps – even anticipating likely future needs. But this all depends on people insights, and the intelligent systems that make them scalable.

How leaders are considering new technologies and how they are being implemented.