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2 A s organisations face an era of digital transformation, the roles of the workplace and of the HR department are changing as well. This IDC White Paper uncovers the current trends and developments in Europe with respect to flexible working, leadership, performance management, and the role of the HR department. IDC interviewed 1,352 HR professionals and line managers across 16 European countries working in organisations with more than 500 employees. We believe this study represents one of the biggest targeted HR and employee-related surveys ever conducted in Europe. The main conclusions from the study are: 1. Flexible working has a direct impact on employee engagement. Particularly aspects of flexible working related to enabling technologies (mobile technologies, flexibility of enterprise systems, IT training) and freedom to work remotely had very significant impact on employee pride and willingness to recommend their employer to others. This means that flexible working practices and systems should be a CEO priority and not treated as another IT rollout like web frontends or VPN tunnels. 2. European organisations have gone a long way toward flexible working practices, but there are significant regional differences. For example, in acceptance of working from home, we found a North/South divide, where the Nordic countries had the highest acceptance and Central and Southern Europe had the lowest. These differences have to do with variations in working cultures and managerial practices, as well as technological maturity. To advance flexible working practices, European organisations must plan on a country-by-country basis. 3. The adoption of collaborative approaches has a significant impact on financial performance. We found a higher proportion of high growth organisations among those embracing collaborative practices, internal mobility of employees, and collaborative learning systems IDC OPINION

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