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.
The job of HR is dynamic and multi-faceted. HR professionals need to be psychologists, coaches, people people and numbers people. They need legal acumen, marketing chops, and technology savvy. Then, there’s the strategic elements of HR. Increasingly, HR is expected to know the business inside and out, act as consultants and visionaries, and ensure employees are engaged and having a positive experience at work.
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.
The way we work is evolving faster than any of us could have imagined. Even HR isn’t immune. Today’s organizations no longer look to HR to simply execute company policies. The expectation is that HR functions as a strategic partner with clear contributions to the bottom line. And this isn’t just a requirement of Talent Acquisition or Training and Development. Traditionally admin-heavy departments, like HR Operations or HR Services, must be more strategic, too. But what exactly does HR need to do to act as a strategic partner to the business?
In the previous article on design thinking, my fellow UX Designer, Julien Trombert, wrote a blog post about understanding the design thinking process. If you haven’t read it yet, make sure you take a look here before jumping into this article. It will give you an interesting perspective of what exactly design thinking is.