The HR function and change management

The function RH holds the key role in the change management. This transformation is essential when a company wants to strengthen its competitiveness on the market. However, this approach requires the establishment of new processes, which represents a major challenge for HR managers.

Support for employees within the company

In the change management, the function RH must prioritize the support of company employees in order to transform resistance into opportunities. Indeed, without the support of all employees, transformation efforts end in failure.

It is therefore important to develop human capital by adopting a management strategy based on the detection of talents and potentials, training, motivation, mobility and involvement. To do this, HR managers must focus on changing managerial behaviors and on the development of business skills and soft skills. This involves the creation of training courses aimed at helping employees acquire new knowledge in a specific context.

In order to save time and motivate employees, most managers RH prefer to set up an AFEST (Workplace Training Action). With the advent of digital technology, this learning method is proving to be more effective in change management : the educational path can be personalized using Artificial Intelligence and learners benefit from practice-based training. The acquisition of the targeted skills, as well as the achievement of the objectives, is done more quickly.

The training actions are delivered by a platform integrating the educational path, the proof mode (of evaluation) and reflexivity. However, the HR function must ensure the proper organization and preparation of AFEST in order to guarantee the achievement of the objectives. Indeed, before setting up an AFEST, it is necessary to identify the target employees and precisely define the skills to be acquired.

The HR function can be helped by Fifty in managing change

The Fifty platform is an AFEST that helps company employees develop their business skills and soft skills. It can thus facilitate the tasks of the function HR in change management.

Our platform offers a unique path for each learner, because the actions to be carried out are personalized by the A.I. On the other hand, Fifty also uses Nudge's educational approach in order to maintain the interest of employees during the course and encourage them to evolve with change. We call our approach eDoing.

This digital-based learning method facilitates the achievement of objectives, because each action is delivered at the right time, encouraging the employee to take up a challenge. The change is quantified, and we can very well follow in real time the successful challenges, the time left to achieve the other objectives, the level reached, etc.

Of course, the educational path, the method of proof (of evaluation) and cold reflexivity are integrated into our platform, and the deployment of training actions can be done without any difficulty thanks to digital technology.