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What is Personalisation in Human Resources?

In recent months Personalisation in Human Resources has emerged as the gold standard of Employee Experience (EX) and is rapidly becoming a major focus of attention for HR.

Introduction

The link between Personalised EX and increased Profits is firmly established. Yet, according to Vishal Muktewar “Less than 29% of enterprise organizations provide hyper-personalized digital experiences (DEX) to their employees.” What is more, “despite the known benefits of this kind of personalization, 63% (of organisations) offer no individual personalization in their DEX whatsoever.” (Muktewar, 2022)

In this blog I will define Personalisation in Human Resources; show examples of HR Personalisation; remind us why it is important; and outline some top tips to help you start your HR Personalisation journey

What is Personalisation in Human Resources?

Rather than having a “one size fits all” approach, Personalisation in Human Resources uses data to allow employees to choose which elements of Reward, Benefits, L&D, and other “products” best suit their situation and needs. Additionally, employees use technology to access the elements they want in much the same was as a Consumer might access a company’s products.

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