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can leverage the significant advances in
machine learning, workforce planning
and analytics to directly link employee
costs to positive ROI. Modern talent
management solutions further remove
many of the factors that historically led
to poor talent management decisions,
including manager biases, limited
access to information and insufficient
use of appropriate performance
management criteria.
5. Supporting the needs and wellbeing
of your workforce. Not too long
ago, the very concept of employee
wellbeing was limited to a narrow
band of people working in very specific
fields. However, the arrival of the
hyperconnected, always-on worker has
made employee wellbeing a primary
consideration for effective workforce
engagement and talent management.
Stressed, exhausted, distracted or
physically ill workers are not productive.
www.intelligentcio.com
Wellbeing extends beyond physical
factors and requires telcos to create
work environments that are conducive
to making workers feel valued and well-
supported while respecting cultural and
demographic differences.
6. Managing operational risks caused by
data and people. Beyond pure disruption,
most organisations face a slew of
regulatory and operational risks associated
with data protection, cybersecurity,
scalability and sustainability. New
regulations such as the European Union’s
INDUSTRY WATCH
General Data Protection Regulation
promises strong sanction against
companies that fail to protect users’ data
or uses that data for nefarious purposes.
Trying to navigate the regulatory
complexities of the modern workplace
in a manual way is near-impossible.
Telcos need to implement compliant,
secure and cost-effective human capital
management technology platforms
that can automate much of the task of
compliance and free HR departments up
to focus more on attracting, engaging and
retaining top talent. n
BUT EVEN TELCOS ARE NOT
IMMUNE TO THE DISRUPTIVE
FORCES OF TECHNOLOGY
AND A RAPIDLY SHIFTING
WORKPLACE DEMOGRAPHIC.
INTELLIGENTCIO
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