In the world of HR and People Operations, there’s never a shortage of progress to be made when it comes to finding a better way. Continuous Process Improvement through agile and Kaizen methodologies are the way of the world today, and as we constantly design for a better employee experience, it’s no wonder it feels like the end is just the beginning in any given project. So, with all that has to be done—how do you decide where to begin?
The workplace is quickly evolving and the HR function at Groupe Rocher, an international cosmetics and beauty company, is having no problem keeping up. Groupe Rocher wanted to provide a more modern employee experience so they looked to PeopleDoc’s HR Service Delivery platform to transform their processes. In the video below, hear from Daniel Gottselig, Director, Compensation & Benefits/Integration HR Group, Groupe Rocher, on why he chose PeopleDoc and how the platform is creating productivity gains for HR and ease for employees.
For a long time, the only people familiar with Agile with an uppercase “A” were software developers. But over the past few years, the Agile methodology has made quite the splash, redefining project management and HR processes across a wide variety of industries. At a time when change happens fast and HR needs to be more nimble than ever before, Agile can provide a wealth of benefits to any company—but its design does require significant restructuring across teams. Before determining whether Agile is right for your HR team, it’s vital to first understand what it is, what the key concepts behind it are, and how it will impact the daily lives of your employees.
By now, you’ve likely heard of the term “design thinking.” Organizations such as 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:
It’s fair to worry that the moment you introduce the term “process mapping” into a meeting with your peers, you’ll see vacant stares, glazed eyes, and a glimmer of fear cross some faces. The idea of process design and mapping HR process workflows can be daunting, and most people are unfamiliar with how to get started. But it doesn’t need to be a scary exercise, and can be one of the most effective ways to get everyone on the same page around how a process works in HR—and how it could be better.
Today, many areas of business rely on strong analytics to set the course for the year and track performance of teams and individual contributors. Sales teams lean on dashboards to determine the percentage of opportunities won. Customer Success teams use analytics and performance metrics to share successes and areas of improvement with clients. Event teams track attendee participation and follow their journey through to sales.
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.