10 Ways to Move Towards
Modern HR
More new
businesses and more new companies, result in a tighter competition to provide
the winning products and services. One thing that should be realized is that
whatever products and services the company produces is the direct result of
their employees’ knowledge, skills, and capabilities. These are huge
contributions to determine a company’s success. To maintain that success, HR
should be doing everything possible to retain every employee possible. HR will
also be facing the increasing competition to attract qualified talent. With
that in mind, HR leaders need to ask themselves whether they are paying enough
attention to prepare HR for the modern era.
Here are 10 ways
HR leader can form the foundation for modern HR.
1. WRITE A PLAYBOOK FOR MANAGING TALENT.
It is never too early to
begin thinking about the workforce you have today and the workforce you need in
the future, one way to address this challenge is to create a sales-like playbook
that elevates the talent question within the company documents critical aspects
of the company HR’s strategy.
If you give employees the
same attention you give to your products and the employee experience and be
able to retain highly skilled talent.
2. KNOW YOUR EMPLOYEES AS WELL AS YOUR CUSTOMERS
You might know employee turnover
rate and compensation from the reporting. But actually there are more
interesting questions to ask you employees. Include sources of human-generated
data, such as location data, activity data, sensor data, financial data, and
unstructured sentiment analysis. Encourage employees to build internal talent
profiles as a way of gathering information that can be used for networking,
collaborations, and career development purposes. With access to this kind of
data, you’ll open the door to insights that can shape critical business
decisions going forward. A dedicated analytics team can combine workforce and
talent data with business and financial data to ground decisions in facts and
provide better visibility into business performance.
3. HIRE “SCARY” PEOPLE TO HR
A
new breed of analytics professionals called data scientists applies curiosity
and business knowledge to plot new strategies for HR. they don’t speak the language
of HR, they ask how and why. Where can you find this person? Look at other
business functions, finance, product development, or even the marketing
department. With the right analytics guru and a database populated with HR and
Human-generated information, HR leaders will be prepared to turn HR into a strategic
business function that drives growth instead of hindering it.
4. DIFFERENTIATE THOUGH A PERSONALIZED EMPLOYEE EXPERIENCE
By 2020, five generations will work
in a workplace that is shaped by cloud computing and social media. Millennials and
Generation X workers will have 7 to 10 jobs and a variety of different
professions during their careers. In a marketplace where employees have so many
options to advance their careers, you will have to fight to keep and get the
best people working for you. There are a number of resources available to help
companies improve the employees’ experience. Social listening, using
communities to on0board new hires, better tools for collaboration and mobile
work, customized compensation/benefit packages, and flexible work styles are
just a few examples.
5. BRING COLLABORATIVE CULTURE IN THE WORKPLACE
Social apps and collaborations
technology have forever changed the way we live and work. When applied to the
workplace, these same social technologies can improve communication and
increase productivity. More jobs are bigger than can be done by one person.
Collaboration enables a network effect that makes a much bigger contribution to
the enterprise. HR leaders who foster true collaboration will boost enterprise
performance.
6. RECRUIT FOR CONTINUOUS INNOVATION
Today’s job worker have a
variety of social channels to help them find a match, from LinkedIn, Facebook,
to Twitter HR departments can take advantage of this trend by participating in
channels that reach their target candidates.
In
addition to social networks, predictive ranking tools help HR automate job
board processes, while database of suitable candidates allow companies to
manage their own relationship with candidates. These smart sourcing strategies
will allow you to recruit from a bigger pool of qualified candidates, build
stronger relationships with job seekers, and earn a higher return on any talent
sourcing investments.
7. GAMIFY LEARNING
How do you offer continuous learning
to millennials and highly mobile workers? Josh Bersin from Delositte says. “Extend
the learning architecture to include content, collaboration, and program in an
easy-to-understand set of offerings that will help people to learn, share
information, and locate and share experiences”
8. RETHINK PERFORMANCE MANAGEMENT
In
today’s results-oriented workplace, the success of any individual depends on an
ability to work with others, much more so than how well they complete any given
task. When employee and line manager behavior are linked to result that matter
not only to the organization, but also to customer and business partners, then
HR becomes the driving force for business success, HR needs a performance management
model that recognizes this shift and evaluates performance based on actual
measures of work tied to business outcomes.
9. GO GLOBAL
As a talent pool shrinks and competition
intensifies, HR will become an increasingly global business function.
Organization are expanding operationally into a new geographies and moving
talent across the globe, in order to fill regional talent needs. An effective,
global HR technology foundation can support this imperative to globalize while
helping to control HR’s operations costs and cater to local needs.
10. MOVE ON THE CLOUD
As a part of the move to
modern HR, you need to give employees access to HR apps that are relevant,
personalized, and accessible on the device of their choice. The best way to
deploy and support these capabilities is though cloud.
Cloud-enabled
HR management systems require one-third-the staff of on-premises solutions,
according to CedarCrestone. Implementations times are also faster when
solutions are hosted in the cloud.
Acquisitions,
new product launches, and new markets and geographies all create an exciting yet
challenging environment for HR. Organizations are constantly evolving as they drive
for innovation and growth.
To
refocus HR in a new era of growth around employee experience, we need to move
beyond transactions to address business needs. These needs include a
talent-centric view of the workforce, tools and policies that encourage collaboration,
applications that are engaging and mobile, and the insights that enable
management to predict the business impact of modern HR efforts.
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