During an interaction with Salman SH of The Financial Express, Aaron Green–chief marketing and solutions officer of the company–explains why enterprises are now focusing more on culture building using software signals for better human capital management.

Among the different stacks that you provide, what’s the most demanded HR tech solution that’s applicable worldwide, especially in India?

What we’ve seen…a really significant shift in the past several years is around the ability to listen, understand and then act on workforce sentiment using the capabilities of workforce listening. So, we use the , with organisations around the world, including India, to help them understand the sentiment and the objective content–what’s happening inside the organisation, help them then understand what that means for them and then help them create plans of action.

What are your most relevant products for Indian industries?

If we look at India, it is such an incredibly diverse landscape of industries where there is everything from technology powerhouses to manufacturing powerhouses. In order to engage that workforce, to attract and retain them, you need to have a talent strategy. That strategy looks at the kind of skills and capabilities people need to have, where you want to upskill them or look at things like how to create differential compensation and benefits that each workforce requires. So (the Indian) manufacturing industry is actually a great example here. When you have people dealing with heavy equipment, HRs need to keep track of the kind of certifications they need. What kind of competencies do they need to have…and what kind of compliance do you have in place to make sure that you’re dealing with the health and safety of the workforce?

How has the Covid pandemic changed large organisations and how tech enterprises look at latent and workflow management using software tools?

What we have seen through the pandemic and certainly in current times is a need for organisations to understand who their people are. We are talking not just about bio-data information but really like who their people are, where they’re located and what their personal situations may be. And equally, it’s forced organisations to think about what kind of offerings they need to give to their employees, whether that is flex work or hybrid work. So, organisations really have leaned into investing in their people. It has become a business imperative for organisations to have these capabilities in place to not just navigate their way out of the pandemic but to through the next two or five years.

Clearly the Big Tech industry and large start-up unicorns have over-hired prior to the pandemic, which is why they are now forced to lay off employees en masse. How can HR tech solutions solve this issue?

Within the (SAC), we have a workforce planning capability that allows an organisation to look at the in-house data as well as external market data, and really plan out where the workforce needs to be in next few years. They can especially use this data to instead shift some to freelancers. This measurement is different for every organisation in every industry but we provide that capability to do that kind of workforce planning and modelling.

IT companies and high-growth start-ups have high attrition and at the same time suffer from a shortage of employable engineering talent. Can Â鶹ԭ´´â€™s tools model and predict market attrition trends?

Certainly, there are predictive models out there. I think the different way of looking at that challenge might actually be to better understand the dynamics of the workforce and that’s really where that employee listening capability is. So not employee monitoring, but really surveying employees, not once a year, not even twice a year, but very quick pulse surveys allow an organisation to better predict and understand where they are today in terms of attrition risks. You can actually marry up that operational data and compare it with historical data to predict various levels of attrition in an industry.

The interview was originally published in The Financial Express on November 29, 2022.

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In today’s pandemic-led work environment, the onus is on employers to create a psychologically and physically safe environment where employee well-being is a top priority.

Organisations navigating this ‘new normal’ are at the same time grappling with an evolved set of expectations from their workforce. Across many industries the readiness or need to return to an office is varied. Data consistently shows more than 33% of employees don’t want to return to the office, another third do want to return, and the remaining third want a hybrid mix where they spend some time in the office and some at home.

The pandemic has made many workers rethink their careers and examine a different approach to work/life integration. Behind the mask of productivity is an exhausted, burnt out workforce still dealing with the social and emotional upheaval of the last 18 months. This environment is driving a wave of resignations in the US, and it’s likely the ‘Great Resignation’ trend will impact Australia and the Pacific region too.

To retain and attract talent, organisations must change the way they approach mental health – looking beyond ad-hoc wellbeing initiatives to provide real practical tools and support.

Adding another level of complexity for HR is implementing the many legal and compliance processes to protect employees’ health and wellbeing. This can range from communicating a vaccine strategy to the implementation of updated safe workplace policies.

For large organisations, establishing a system to manage vaccination status is crucial for employees to feel safe returning to the physical workplace. Prior to implementing any kind of management solution, it’s important to establish the right approaches and build around them.

Ensuring employees are informed about new vaccination verification policies and potential solutions will help to establish buy-in and reduce friction. Employees will feel more empowered to be involved and provide feedback if they feel like they have agency over the process.

Research by shows that organisations with clearer communication (including post COVID-19 working arrangements) are seeing increases in employee well-being and productivity. Workers who feel included in more detailed, relevant communication are nearly five times more likely to report increased productivity.

While today’s complex HR and health hurdles are incredibly difficult to navigate, they can be successfully managed with technology.

enables organisations to remain compliant with mandates while supporting employee wellbeing and empowering them to be a part of the conversation.

Designed to support a fast and safe return to the office, the Qualtrics Vaccination & Testing Manager automates confirmation of employees’ vaccination status, ongoing test results, and even screening for COVID-19 symptoms – all in one single platform. Employers can access real-time dashboards that provide a confidential employee vaccination status, negative tests, exemptions, and more—enabling leaders to make informed decisions on how to return to work and what guidelines to implement.

Solution Stack

Whatever your vaccine management solution, what COVID-19 has taught us is that changes happen fast and unexpectedly. Over the next few years, it’s highly likely that vaccination requirements, mandates, and even certifications will change — especially as the virus evolves. A flexible solution with plug-and-play capability can help organisations and governments to respond at the speed required to keep pace with these changes.

This moment is both a challenge and an opportunity for businesses to shift their organisational cultures towards greater empathy and mutual understanding.

Human experience management is truly at the forefront of where we are today in the workplace because employees expect more, and we need to deliver an incredible experience.

A culture of psychological safety is no longer a ‘nice to have’, it’s crucial in the post-pandemic workplace.

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