Translated from Português (Brazil) • View original Human experience management is a central discussion among HR professionals, and is seen as the main strategy for employee retention
Offering other benefits, in addition to the classic ones, helps when it comes to attracting and retaining talent.
The challenges imposed by the pandemic have promoted an important transformation in the way the labor market has dealt with employee retention. Given this scenario, a series of very creative actions emerge, focused mainly on the personal and professional development of the employee. They are: housing assistance, access to programs and platforms aimed at the well-being of each one, and even offers of specialized English courses for the professional's area of expertise. Offering such benefits within corporations makes it easier to attract and, above all, retain talent. These actions are what we call HXM (Human Experience Management) — or in Portuguese, Human Experience Management — and are seen as the newest strategy of corporations to improve the quality of work of their employees and keep them in the company for longer. According to a survey by the employment agency Challenger, Gray & Christmas, 68% of respondents are concerned about employees leaving, and 85% say they are faced with a shortage of talent. Also according to the survey, 65% of companies say they offer flexible work schedules, 62% give the option of remote work, and 53% support hybrid work models. Although the salary and classic benefits such as health insurance, food vouchers and transportation are decisive factors when it comes to a professional accepting a job offer, the new strategy focused on the professional development of employees can make a difference for the recruitment and retention of talent at a time when more experienced and qualified professionals are increasingly sought after.
Rafael Iapequino is Head of Marketing and Brazilian Country Manager at Slang, an online platform for learning English specializing in professional and technical content. He believes that a company tends to have a higher level of engagement and performance when it has employees who are comfortable with the culture and values of the place where they work, especially when they feel valued in that environment. "A motivated team that seeks training, aligned with its organizational culture and values, is perhaps a not-so-distant dream. Considering this, at HXM employees are encouraged to pursue personal development goals, such as English focused on business", he says. An advantage of language teaching focused on the professional's area of expertise is the ease of study, since the expressions learned are part of the professional's daily life. This method makes learning 61% more effective. Slang's methodology is completely data-based, the platform has a simple and gamified interface that maps the difficulties and skills of each student. In this way, the system guarantees a unique study experience that adapts to the needs of each student. It also allows companies to set up customized learning paths for each area or function, combining the available courses. Which means that, for example, an IT professional will have different courses in their plan than someone in the Marketing area. It is important to take into account that most global knowledge is produced in English first. And currently, more than 90% of the workforce in the world cannot access it because they do not speak the language. Therefore, basic knowledge of English is also not enough, since in day-to-day work specific terms for each segment can become major obstacles in the corporate world. The Colombian startup, based in Boston, was born precisely with the objective of attacking this problem that haunts many companies and institutions: professional illiteracy. This year, Slang landed in Brazil and already has major clients such as Grupo Raccoon, Sankhya, Conductor, among others. There are already more than 130 courses aimed at companies that offer professional English as a benefit to their employees. Employee as the main and active protagonist Employee as the main and active protagonist A successful example of the application of HXM as a talent retention strategy is Colorkrew, a Japanese technology and innovation company that simplifies the management of objectives, assets and resources and for 23 years has been dedicated to adding more value in the management of the work environment and the results produced. With 130 employees of 12 different nationalities, the startup values self-managing teams and a disruptive environment, having among its principles the employee as the main and active protagonist, transparency in communication with the team, in addition to using OKRs methodology to manage time and tasks. In addition, the company's organizational culture has a non-hierarchical structure, with spaces for decompression, quarterly feedback, and encouragement of international travel among employees financed by the company itself, prioritizing not only leisure and rest for employees, but also training through proficiency tests with the possibility of salary increases or promotions. Original post: https://exame.com/bussola/o-que-e-hxm-e-por-que-ela-se-tornou-indispensavel-para-o-rh-das-empresas/