How can digitalisation enable HR to enhance employee experience across organisations?
At DHL Supply Chain, data and technology plays a central role in nurturing a happier and more productive workforce . DHL recognises the importance of having a standardised and consistent experience, not only in global systems and processes, but also in enhancing the employee journey. DHL has harnessed the power of AI to optimise their processes and tasks throughout the employee life cycle, enabling a more informed decision-making process based on data-backed insights and enhancing accessibility for end-users. This not only enables HR to be more data-driven in their work, but it also ensures that outcomes and actions are specifically tailored and meaningful for employees. A more seamless, stress-free and personalised employee experience , keeps DHL employees engaged and motivated, enabling DHL to deliver the best service and experience to their customer.
- To stay competitive in today’s talent market, DHL has introduced a game-changer – the Career Marketplace , an AI-powered platform that connects employees with personalised career opportunities across DHL. By aligning with individual skills, experiences, and interests, the platform facilitates career mobility and talent deployment while ensuring future-readiness for DHL’s workforce. This skills-driven approach not only empowers employees to explore career paths that match their potential but also provides the organisation with critical visibility into talent distribution based on skillsets. As a result, HR is better positioned to optimise efficiency, leverage data-driven insights, and enhance the employee experience.
- While market conditions vary, DHL seeks to ensure a consistent candidate experience . This is done through ensuring that process flows are standardised across the regions, with established layout, equipment and processes. To monitor progress, measures of success are reported and assessed against standard global KPIs.
- DHL also leveraged data across employee touchpoints to create a personalised HR experience . For instance, the organisation launched Smart Connect app, which is a digital platform, designed to support and facilitate seamless communication among all DHL colleagues. It acts as an accessible portal to stay updated with DHL news, access HR services and interact on the go.
- The app’s “Social Walls” serve as a platform for employees to interact and engage with the global community , allowing employees to post information, raise issues and chat with one another.
- This also brings leaders closer to the ground-level, now having a pivotal role in providing content and answering to employee queries. Such connection cultivates a sense of belonging within employees, while empowering HR to utilise data to drive impactful decisions and take actions appropriately .
- All these are part of DHL’s culture of continuous improvement, and the focus on digitalisation, for the organisation to own tomorrow. This contributes to DHL employees feeling motivated and valued, and for them to feel that they are indeed working for a great company.
11 countries within the APAC region awarded with the Great Place to Work certification
Increase in opportunities for career growth and mobility for female employees
Increase in employee queries addressed by HR
High employee engagement scores
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The IHRP Body of Competencies (BoC) outlines the competency standards required for HR professionals to be future-focused, ready to deliver impactful employee experiences and create sustainable value for the organisation.
Comprehensive overview of the 21 job roles outlined in the HR SkillsFuture Framework, with corresponding competencies from the Body of Competencies (BoC) framework tailored to each role.
Discover, learn and explore how the IHRP Body of Competencies have been used to empower individuals and organisations in driving effective and meaningful transformations.