The shortage of skilled workers is putting pressure on HR managers and presenting them with major challenges in finding, promoting and retaining new talent.
Ways out of the skilled labor crisis
Ways out of the skilled labor crisishttps://i0.wp.com/appnavi.com/wp-content/uploads/2023/01/AppNavi_News_HR-Skilled_Labor_Crisis_EN-1.jpg?fit=1920%2C1080&ssl=119201080Daniel BecksteinDaniel Becksteinhttps://appnavi.com/wp-content/plugins/ultimate-member/assets/img/default_avatar.jpg
The shortage of skilled workers is costing German companies billions, and there is no end in sight to the problem. On the contrary. According to a Forsa study (commissioned by Xing), HR managers predict dark times in 2022 if no action is taken, even though the German government adopted a strategy to support this in September last year.
But what can HR managers do to arm themselves against the manifold problems? And can Digital Adoption by AppNavi be a prop? We take a look.
Companies must apply to talent
The days when HR managers could choose the perfect person from an almost inexhaustible pool of applicants are definitely over. Many roles, some of them extremely specific, are needed and wanted. According to the law of supply and demand, it’s no wonder that the power over negotiating leeway is now on the side of the candidates and that they often drop out even during the application process. This is particularly annoying, given that immense efforts have already been made to find talent. Companies must therefore reposition themselves and rethink how they want to and can present themselves on the job market and in the process.
The Forsa study also shows that negotiations are not always just about salary. Job satisfaction, work tasks, prospects in the job and also new work (place) models are also frequently mentioned reasons for choosing a new employer. And here we are only talking about potential new colleagues. These aspects are also important for employees so that they don’t leave!
It is precisely with the softer requirements that Digital Adoption by AppNavi can tip the scales in the war for talent. A few examples:
The shortage of skilled workers particularly affects IT departments. AppNavi relieves these teams by explaining changes directly in the system during software rollouts or updates. Ticket numbers melt away and queries are a thing of the past. The focus shifts back to important projects.
Remote work without disadvantages:
Working from home brings with it the problem that, for example, help from or collaboration with colleagues is sparse. With AppNavi as an interface between software and user, processes can be carried out more fluently. No matter from where.
In addition to the problem of the shortage of skilled workers, HR managers have to deal with other diverse challenges such as digitization in the company (for employees) and the extensive day-to-day business. Especially the administrative tasks like payrolls and the handling of application processes take up most of the time and thus the air to deal with other important things. As a result, processes and strategic alignment with the labor market suffer. Calls for smart solutions to relieve the burden are becoming louder. Again, the reasons for job changes are creeping through the office space, because the lack of employees does not stop at the HR department.
Digital Adoption by AppNavi is here to do just that, and through its comprehensive tools it offers (not only HR) departments the opportunity to make the advancing digitalization a success and to accelerate, improve and dynamically distribute software usage and digital processes. Ergo, to better shoulder and coordinate the workload:
Reduce administrative tasks: AppNavi Automation can take over redundant steps and activities for the HR manager. This speeds up or even takes over processes. Alternatively, reliable AppNavi Guidance can be used to entrust colleagues (less experienced or half-time employees) with completely new tasks, without much training or critical data quality.
Support and acceleration of application processes:
Application processes need to be looked at in two directions. Externally, the application itself, can be easily guided by AppNavi on websites and is a real alternative to 1-click applications or via WhatsApp. The other view, internally, can be used to help non-specialist managers and decision-makers understand how they need to use HR tools through Digital Adoption. The focus is then back on the talent and not how the software works.
OnBoarding becomes GoWorking:
The Candidate Journey doesn’t end on the first day of work, and neither do the HR manager’s tasks. The new colleagues have to be introduced and trained. But with AppNavi, they can get started on the same day and take on their first tasks. Perfect for remote (new) work!
Finding, promoting and retaining talent within the company’s own ranks
If employees are only viewed rigidly in their given roles and thus the view is only directed outward in the search for demand satisfaction, the silver plate solution is quickly overlooked. Open communication and listening in combination to link what has been learned with new approaches to solutions can nip many problems in the bud, e.g. avoid fluctuation.
But even when it is recognized that existing employees can be the key to overcoming the shortage of skilled workers, many HR managers blindly run into the next (cost and efficiency) trap. Low-innovation and ineffective training measures, through classic education, coaching and training may be the first choice, but not the best. High costs and efforts are incurred for stock knowledge, the benefits of which quickly evaporate. The same applies to digitization projects such as HR self-services. If no one can use them or does, the investments are quickly burned unnecessarily and no one is helped. The gap between user and application must be bridged. Digital Adoption can bring together what belongs together and thus solve problems, save costs, increase efficiency and give your employees the opportunity to develop in the company parallel to their work – without downtime, during work – learning while doing:
Fluently integrate training, coaching & continuing education programs:
Through the interactive layers that AppNavi puts over applications, employees learn how to use them practically every time – until they don’t need it anymore, without looking it up or asking questions. This can provide knowledge that lasts and with a real result.
Dynamic task distribution and manpower:
Load peaks or valleys can be easily shifted, in which everyone becomes a specialist through the software-based application of software, finally colleagues are interactively guided through process. This results in completely new distribution and training options within the workforce; stress and frustration are reduced.
Create freedom for development:
Independence and personal freedom – Employees work in significantly more contexts and with a wide variety of systems. They work where and when they want, are therefore more often alone and have to cope with the provided systems themselves. With AppNavi, people can use software immediately.
Are you also confronted with a shortage of skilled workers and would like to counteract this? Contact us and we will show you an indicative business case, which positive effects Digital Adoption by AppNavi can have for your department or the whole company.