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:
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.
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.
Gartner recently surveyed 800+ HR leaders across 35+ countries and all major industries to assess their priorities and expected challenges in 2019. No surprise, but improving operational excellence was the second highest business priority, trailing only behind growing the business. Improving and automating manual, document-driven HR processes seems like an easy place to create efficiencies, improve accuracy and enhance the employee experience. But prioritizing which processes have the biggest (and quickest) impact on your organization can be difficult. When you also consider the delicate balancing act HR needs to manage between providing high-touch support and automation, the decision on where to start gets even more cloudy. Don’t worry, we’re here to help. In this blog we’ll explore 4 easy places to start when automating HR processes.