Going digital enables HR to simplify processes, engage people and deliver stronger business impact. Claus Johansen, CEO of eloomi, explains how onboarding new employees, delivering learning and development, and managing performance are becoming smarter, cheaper and faster.

HR executives are facing stronger demands to make visible contributions to businesses. In response to this, they are using digital tools to harness the power of the organisation’s most important asset, its people.

“Onboarding new employees with engaging information and training on their smartphones is probably the easiest way to benefit from the digital opportunities,” says Claus Johansen, CEO of online learning and performance improvement software-as-a-service (SaaS) platform, eloomi. “Even before a new employee starts, he or she can access content about a company’s values and products simply by clicking on a button.”

Smarter means faster

“The HR directors and VPs eloomi meets across Europe and the UK are very keen to innovate and implement up-to-date tools that help them attract, retain and develop talent more efficiently. They see a digital platform as a great opportunity to make skills and compliance training, and performance appraisals much more simple and engaging for employees and managers,” explains Johansen.

Recent research shows that most organisations find their existing HR processes too complex, and approximately half of them want to be able to provide better user experiences. Johansen sees evidence of this trend from his conversations with HR executives. “Employees want to use systems that are social, and just as inviting and easy to use as the apps they have on their mobiles,” he says. “With the competition increasing, HR executives feel urged to make things simpler and more easily operable.”

Berlingske Media introduced simple and motivating compliance and skills training in its telemarketing and customer service departments, thereby raising the percentage of staff who stayed in their jobs from about a third to 100%.

DIY chain Silvan, meanwhile, digitised 258 stores with online learning and development for 7,500 people, reducing their onboarding process by 66%. The implementation took just eight weeks and illustrates how HR can implement cloud-based tools with minimal dependency on IT.

“In each customer inquiry and every tender eloomi is invited to, speed of implementation is crucial,” says Johansen. “Enterprises look for tools that help them become operational for less money, and they know that a SaaS platform offers the opportunity to innovate and deliver results faster.”

Organisations of 500–10,000 employees, in particular, launch eloomi to adopt an agile blended learning and people development platform based on a yearly subscription. It doesn’t require specialist skills to create new information and learning modules or to activate content you already have. As employees take the training, the platform delivers relevant insight for HR to create new and targeted training and development plans.

Another great advantage is that the tool is constantly updated with new features and capabilities that are available when they log in the next morning. Even the bigger organisations – that may be bound by rigid ERP strategies – see the point in launching something like eloomi. It’s a smarter, faster and cheaper approach when they want to facilitate a specific project or business purpose, run an agile implementation and exchange secure data easily with their ERP.

Connecting learning and performance

Increasingly, organisations are emphasising development conversations in performance management. Instead of viewing them as separate disciplines, eloomi integrates LMS and performance management, enabling learning and performance to be connected.

Being reliable and helpful are key values in Eniro, a Nasdaq-listed search company operating in Europe with 1,700 employees. It has implemented dialogue, feedback and follow-ups using eloomi.

The manager’s job, helped by HR, is to maintain a conversation that enables employees to put energy into focus areas and grow. In this way, they reflect the company’s culture and make performance management successful.

“Organisations are increasingly rethinking how they work with appraisals and performance improvement,” says Johansen. “They use eloomi to make the performance review process much simpler and more effective.

“They evaluate performance and potential in online development grids, and include regular check-ins and ongoing feedback, and managers and HR continuously assign relevant learning modules to help the employee develop and improve performance.”

There are now better opportunities to simplify processes and engage people than ever before. With a powerful tool like eloomi, with its minimal implementation costs, HR can deliver results that are smarter, cheaper and faster.


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