DIGITAL & OPERATIONAL TRANSFORMATION

HR STRATEGY & Employee Experience

If the job market is today profoundly disrupted (disengagement of employees and wave of major resignations, difficulty in hiring in certain fields…), the health crisis has only accentuated underlying structural trends. Building and optimizing the candidate/employee experience is becoming crucial at a time when the job market is becoming tighter and the younger (and even older) generation has high expectations and a disruptive vision of work: balance, flexibility, flexible management, collaboration and mobility, evolution… To attract and retain all talents, properly designing and implementing a candidate and employee experience is becoming a priority. Many efforts are still required to ensure that the candidate and employee experience is on a par with the customer experience. This “staff centricity”, a mirror effect of “customer centricity”, is now on the agenda of managers as a factor of attractiveness, talent retention, individual efficiency and even collective productivity. And it offers a perspective of stability to the company by reinforcing the place of the human being at the heart of the concerns of today’s and tomorrow’s decision-makers! Pagamon assists you in diagnosing the performance of your HR organization, optimizing the experience of both candidates and employees, and transforming work methods, spaces and solutions.

Challenges

Optimizing the customer experience is an integral part of strategic priorities for companies, with satisfaction at the heart of key performance indicators. The attention paid to candidates and employees, who are also “customers” of the company, is generally not equal to that paid to customers. Until recently, the candidate and employee experience was somewhat neglected. However, employees are still the company’s most important asset.

An organization wishing to enhance the customer experience can only do so by transforming its employee experience in depth. Whether before, during or after their time with the organization, each candidate, employee or ambassador is looking for meaning, consistency, simplicity in their daily lives and real added value, both in terms of what they receive and what they deliver.

Breaking down silos, rethinking the candidate and employee career paths to meet the expectations and objectives of each individual, reinforcing the coherence and alignment of the employer brand and the attachment to the organization, promoting “project” mode, developing collaboration, cross-functionality, agility and responsiveness, and reinforcing the ability to adapt quickly to a constantly changing economic environment: these are all issues that can be addressed by taking into account the employee experience in the broadest sense. This has a direct impact on the commitment, loyalty, performance and development of each individual. And improving the customer experience!

Pagamon approaches each employee experience improvement program through the same lens as the customer experience. Because rethinking the employee experience involves :

  • Reviewing the strategy and performance of the HR/internal organization to serve each employee, whether candidate or incumbent.
  • Optimizing the experience, consistency and satisfaction of the candidate / employee.
  • Transforming work methods, spaces and solutions to simplify daily life.

Well-balanced and supported over time, this new, expanded employee experience makes it possible to reconcile the improvement of the quality of life at work for everyone with the achievement of economic gains for managers. In a clear “win-win” strategy based on long-term attractiveness.

Approach

Work modes

 

  • Review of the challenges and objectives of changing work methods (acculturation | simplification | productivity)
  • Critical analysis of operational modes (‘pain points’, simplification)
  • Mapping of work situation evolution opportunities (sedentary / mobile | network / head office)
  • 360° impact analysis (employees, organization, C-level) and segmentation plan of the impacted populations
  • Support plan (relays | ambassadors)
  • Change management plan (functional / operational targets)
  • Dashboards (measurement of appropriation, budget)

Workspace | Work environnent

 

  • Review of real estate assets (leases, spaces…)
  • Analysis of the spatial behaviors of employees | TTM (Task & Time Monitoring)
  • Simulation of the evolution of work positions | Virtual reality workshop
  • Workshops to raise awareness on new workspaces
  • Plan for the restructuring of spaces | Budget monitoring plan
  • Target support plan (relays | ambassadors)
  • Change management plan (functional / operational target)
  • Dashboards (measurement of appropriation, budget)

Workplace

 

  • Review of the alignment of tools with target work modes (admin. | support | operations)
  • Workshops to present collaboration, simplification and efficiency improvement solutions: ‘core IT’ | start-up
  • Qualification of solutions
  • Plan for raising awareness and appropriation by employees (digital citizen…)
  • Change management plan (functional / operational target)
  • Dashboards (usage measurement, budget)
  • Deployment monitoring

Excerpt from our references

Automotive

DESIGN AND IMPLEMENTATION OF A WORLDWIDE SIMPLIFICATION PROGRAM TO IMPROVE EMPLOYEE EXPERIENCE

Tourism

REVIEW OF TALENT ACQUISITION ORGANIZATION & OPERATING MODES

Tourism

FRAMING OF DIGITAL HR AND REPORTING PROJECTS TO BE INCLUDED IN NEXT YEAR’S BUDGET

Poins of view

Improving employee experience

Improving employee experience

Simplify daily work life, improve individual efficiency or collective productivity... or simply offer a better quality of life at work. So many issues to be addressed by the concept of employee experience!The increasing complexity of the systems and technologies used...

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