By now, you’d be hard pressed to find an HR leader who dismisses the urgency around transformation. According to research by KPMG, 70% of HR executives recognize the need for workforce transformation—but the same study also showed that only 37% of executives feel “very confident” about HR’s actual ability to transform. It's understandable. Completely upheaving processes, tools and job responsibilities is a complicated, precarious project (but it can be done). To gain some perspective on the thorny aspects of HR transformation, I sat down with Rémi Malenfant, HR4HR Enablement Partner at PeopleDoc. He works with HR leaders on their transformation strategies by drawing on more than a decade of experience as both a practitioner and change consultant. Read what he had to say about some common HR transformation challenges (or scroll down to watch the video):
Paper HR forms are certainly not convenient or efficient—anyone can agree to that. But did you ever consider them an impediment to employee safety? This was the case for Michelle Morris, Director, HR Payroll and Administration at Total American Services, when a pivotal event led her to proclaim, “That’s enough of paper forms.”
By now, you’ve likely heard of the term “design thinking.” Organizations like Apple, Coca-Cola, IBM, Nike, and Proctor & Gamble use design thinking and they have been found to outperform their peers by over 200%. To better understand the design thinking process and how HR can apply it, we turned to our partners at NGA Human Resources. Here’s what Emilie Fages, Design Thinking and Employee Experience Manager, and Patrick Gaspardo, Marketing Director for France, had to say in response to frequently asked questions about design thinking in HR:
With 30,000 employees located across all 7 continents, Dana LaBarnes, Senior Director of Global HR Shared Services at NCR, has his work cut out for him. Consider how many different employee record retention guidelines his team must manage—and the fines associated with letting just one document slip through the cracks. It’s not a risk NCR (nor any company) can afford to take. To stay on top of the various document retention schedules for his geographically diverse employee population, Dana needed to find a digital solution. In this video, he explains how he made his decision:
Confession time. How many of us gloss over confusing tech terms when we come across them in an article? Or nod along in agreement during a stakeholder presentation when, deep down, we’re really not sure what an API is? You’re not alone. HR’s vernacular is quickly evolving to include terms that were once only spoken by IT, development and security teams. And, no matter which HR function you live and breathe—benefits, recruitment, operations—they’re all being influenced by tech talk. To help, we put together a quick, plain-language guide to the most common terms and what they have to do with HR.
Like any other function, HR must reinvent their skills to keep pace with changing business trends and labor-saving technology (hello, AI). In this new world, they’re encouraged to focus on creative, consultative work that impacts engagement, culture and talent. But the transactional work HR is responsible for isn’t going away. So, to minimize the time spent on administrative work, it’s vital for HR to switch to digital employee files. However, simply scanning paper documents is just one part of the equation. How HR works with files once they’re digital is what determines whether going paperless translates to productivity gains.
What does the hit Netflix show, Tidying Up With Marie Kondo, have to do with HR workflows? More than you might think. If you aren’t already familiar with the name, Marie Kondo is a celebrity tidying expert whose decluttering philosophy encourages minimalism. Although her KonMari Method™ is about organizing and maintaining your home, its principles can also apply to organizing your HR processes.