Thinking About Organizational Agility with Industry Experts
by Nicole Lindenbaum June 19 2017
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HR thought leader Steve Boese recently published an overview of his podcast with analyst Josh Bersin, discussing key findings from Deloitte’s Global Human Capital Trends Report. In his recap, Boese highlights top global trends and their impact on the HR industry, and we wanted to expand on 3 of his critical themes.
Boese and Bersin explore findings based on the notion that organizations must become more agile. Agile organizations can quickly adapt to changing market conditions and better integrate new and flexible forms of talent. Agility requires equipping HR departments with modern, sophisticated technology that supports better processes. We’ll take a look at the role of technology in organizational agility, adaptation, and talent retention as markets evolve.
1. HR Agility: Managing Change and Taking Action
We know that HR is sometimes thought of as inefficient, largely due to outdated technology. It’s crucial for HR teams to be able to work as seamlessly and quickly as any other department. Agility for HR translates into flexible and personalized support, faster service, and increased productivity both for HR teams and employees.
Providing HR with service world technology allows the department to streamline their processes and make them smarter, simpler, and more transparent. Advanced analytics helps to identify bottlenecks and what’s working best for employees so HR can optimize their services. An online knowledgebase lets employees help themselves, rather than take the time to tap HR, and tailored content based on employee attributes means information is always accurate. And for HR, process automation translates into consistent and proactive productivity, without increasing manual tasks.
2. HR Adaptation: Keeping Up With a Changing World
As economies, markets, and policies change, it’s imperative for organizations to keep pace. HR bears the burden of managing regional policies and rules that differ from country to country and change over time. Far-reaching regulations, such as GDPR, and national reorganizations, such as Brexit, present new and often complex rules that require time and resources to meet. Adding to the stress is the fact that non-compliance can be extremely costly.
Providing HR with the technology to manage compliance not only supports risk reduction but also gives time and energy back to the department. HR software can automate the manual and time-intensive job of updating regulations, managing scheduling, and acquiring missing documents. Through automation, HR professionals are able to proactively resolve potential compliance issues before they even arise. When the enormous task of compliance is made simpler and less time-consuming, HR is free to focus on employees, complex issues, and working strategically to add value to the organization.
3. HR and Talent: Supporting New and Flexible Types of Employees
As markets and work culture evolve over time, so do forms of talent. Over the past several years, we’ve seen an increase in flexible work arrangements with the rise of contract, remote, and consulting hires. New kinds of talent means that HR must able to support every kind of employee, no matter their role or location.
Service world technology helps HR provide tailored support and information to all employees, curated based on their circumstances. HR can run automated onboarding processes suited to every kind of work agreement, and personalized knowledgebase content lets employees find relevant information on their own, anytime and anywhere. This type of support helps HR provide consistently excellent services to each employee, without creating more manual or time-consuming work for the department.
In his recap, Boese writes “leading organizations are moving past the narrow concept of employee engagement, and are embracing the idea of the employee experience.” The shift towards improving employee experience is crucial for attracting and retaining top talent. There are many ways to improve employee experience, from appointing a “chief employee experience officer” to altering physical work spaces. But an easy area to make fast changes in is HR. Improved employee interactions with HR have resounding effects, and HR technology is a key factor in those improvements. Top-of-the-line HR software that’s built with users in mind makes it easier for employees to find the information and materials they need. Agile and easy to update software also means that HR can build processes from an employee perspective to be streamlined and optimized for every employee.
When HR can seamlessly integrate and holistically support all forms of talent, not only is HR more productive and efficient, so are employees!
Nicole Lindenbaum is the Director of Product Marketing at PeopleDoc by Ultimate Software. Nicole leads the global messaging strategy for PeopleDoc by translating technology into business benefits HR can actually understand. With significant experience in HR technology, Nicole writes and speaks about HR service delivery, employee experience, digital transformation, and the future of work. Nicole holds a BFA from Syracuse University and an MBA from Washington University in St. Louis. She lives in Brooklyn, NY.