Transform Human Resource function with HR Intelligence – GoEvals

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We are used to the traditional HR system with a human touch. What has been the response so far with this new approach? Do you think companies and employees are accepting it? 

The acceleration of digital transformation ushered in by the pandemic is unprecedented. Today no matter the size of the organization, each one is looking to digitize their processes. Also the conversation around technology and people management has been brought into focus and having digital capability within the Human Resource function is no more an option but a necessity to stay relevant and to thrive.

This has ensured that clients are more willing to hear us out and understand what we have to offer. Some of them don’t believe that it is so simple to get digital but they are happy to experiment and we are proud that our clients are delighted with the user experience being offered on our platform.

We have been working our product framework and design for over a year. We went live in mid-October 2020 and currently we are on track to onboard about 50 clients by March 2021. There is also international interest and we are in talks with potential partners in UAE, Thailand, Singapore, Malaysia & Canada and are aiming to go live in at least 3 international markets by the end of 2021. We believe we have a strong product which will deliver exponential value to users.

What prompted you to start GoEvals? 

Having worked on multiple HR technology projects for a decade and more, I realised that the success rate of these technologies was abysmal. The destruction in terms of the huge investment, effort, time and even failed careers it left behind in its wake was very serious. I personally know of many good HR professionals who struggled with implementing technology & due to the complex nature of solutions were unable to deliver thus self-limiting their careers for no fault of theirs.

Did you know as per a Josh Bersin report released in the beginning of 2020,where he researched companies who had completed implementation of HR tech initiatives 2 years ago, he found that 42% of them rated the effort as partially successful or failed. This is a high rate of failure which is not acceptable and is reflective of how difficult the current solutions that are being offered today are.

I have been working on a blueprint of simplifying the process of HR technology implementation for a decade and more. I realised that there is no HR Tech solution out there who allows me as a user to pick and choose the solutions I need. Not just that, but many of the solutions available are IT driven and follow an IT framework making it challenging for implementation and hence adoption by users. I believed there was an easier and less destructive way to do this and this inspired the idea of GoEvals. A platform that offers intelligent digital HR tools which are simple, fast & reliable! Where users can instantly digitize & also decide what they want to use, and pay as per their needs and their budgets.

How do the AI-based tools provide personalized interaction like human HR? 

Let me say this upfront, there is no substitute for a personalized interaction. However, the future of work is going to be a hybrid workplace. There surely would be remote teams and geographically diverse teams working together.

Technology can help eliminate grunt work and AI based tools can assist real time decision making by predicting outcomes based on data. A combination of Technology and AI can help us make smarter decisions, trigger actions which otherwise we would have not known and reduce errors improve productivity. These can help us become more productive and ensure a happier workforce.

Can you describe the various prediction tools provided by GoEvals? What are the ‘Exit Trigger’ tool and ‘Flight Risk’ tool?

GoEvals is simple, fast & reliable. We are an Analysis driven, AI enabled, Digital HR Tools platform. offering Intelligent Solutions for People Management across the employee lifecycle.

We focus on three critical areas of Candidate Selection, Employee Sensing & Satisfaction & Organizational Performance & Success.

We offer the following tools :

Video Interview Platform, Compatibility Index Test & Candidate Reference Tool.

Employee Satisfaction, Employee Touchpoints, Flight Risk Tool, Exit Trigger Identifier.

The The GoEvals Exit Trigger Identification tool helps organizations to identify the “real” reasons of the attrition. The tool captures the stated reason and then through a series of scientifically validate questions look to triggers that help identify the real reason for the exit.

It also recommends action plans that the organisation could consider to improve the satisfaction and eliminate the trigger for the future.

The Flight Risk tool evaluates and records multiple levels of touchpoints like  employee satisfaction, engagement, experiences & performance. It then processes the data to give an indicator of the level of disengagement and proactively identifies employee issues and suggests action to help retain, develop & grow the employees.

How do you think HRTech is being perceived by companies? How does GoEvals overcome these perceptions.

Most companies view HR Tech as technology which is complex, expensive and time consuming. While this perception is true, it applies only to the big-name systems that currently are on offering. This “system” approach entails companies to design workflows & processes with layers of approvals or validations for the complete employee life cycle. This in turn means long implementation cycles.

GoEvals eliminates all these challenges with plug and play tools which are simple, fast & easy. It needs no training, and the super responsive user interface ensures quick implementation & acceptance by users. To top it all it is a subscription-based model that costs a fraction of what the systems cost & needs no hardware investment.

What are the challenges you face while implementing HR Tech for traditional people-oriented companies?

Traditional people-oriented companies now understand that there is an urgent need to digitize however this change does need different skills, working practices and a culture that supports this ambition.

To change an organization that is designed for a structured, ordered, process-oriented world to one designed for ecosystems, adaptation, learning and experimentation is hard. Some of these organisations are yet in the process of building this into their culture.

Talent Gap is the next barrier where organisation don’t have the talent expertise that understands technology and hence, they take a bit of time to adapt to the new way of working.

Finally, there is Inertia and doubt where the people in the organisation want to continue with the way things are and not change. While others doubt anything new that is being implemented as it threatens their way of work which delays the digital transformation process.

What are your future plans?  

We have been working our product framework and design for over a year. We went live in mid-October and currently we are on track to onboard about 50 to 60 clients by March 2021.We are in talks with potential partners in UAE, Thailand, Singapore, Malaysia & Canada and are aiming to go live in at least 3 international markets by the end of next year. We believe we have a strong product which will deliver exponential value to clients.

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