I cannot emphasize enough the importance and urgency of HR demonstrating innovative-ness in creating solutions that attract, retain, develop, and engage talents. I know there are a lot of frustrations in this area. The only people experiencing more frustration than HR, I think, are the people who are in the receiving end of recruitment procedures that don’t make sense, training programs people don’t want to attend, or company events that people creatively make excuses not to participate in.
Paradigm Shifting
The way HR develops and implements its strategies impact the employees, and hence, impact the organization. As the world changes, innovations in talent management are happening, and not all are catching up. Many HR practitioners end up as innovation victims, and a lot of them don’t even know it. Clue that they don’t know? Many companies continue to apply ineffective HR processes while successful companies continue to innovate their HR practices.
The old HR practices are just that. They’re old, and we need to think of ways to redesign them so that they become more responsive, and proactive, and enhancing of employee experience.
The First Step
HR needs to look at employees and other stakeholders as customers. One of the most important part of any HR innovation process is understanding the stakeholders of those processes; who they are, what they need, the amount of time spent availing of those needs, how they feel about aspects of the process, the important touch-points, and how they happen. Understanding all these helps HR design innovations that are responsive to their needs.
Ultimately, HR needs to adopt a method for rethinking and innovating its process. HR plays an important role in the organization, especially amidst all these disruptive changes that are going on.
We are running a one-day workshop on Designing Human-Centered Employee Experience. If you feel that this is something you and your stakeholders can benefit from, then, by all means, please join us!
