Building a Disruptive, High-Impact HR Model in 4 Simple Steps
Our workplaces are going through a disruptive time, the likes of which many CEOs and other C-Suite leaders haven’t seen before. We work longer hours, and have lost an entire week of vacation time since the year 2000, and increasing numbers of workers are feeling overwhelmed by their professional responsibilities, with 40% of U.S. workers reporting that their work is “highly stressful.”
With the rise of the “gig economy” and the introduction of technology like Artificial Intelligence is transforming is overhauling traditional roles, it may seem obvious why so many HR professionals are feeling lost, and aren’t sure how to improve their workflow.
What Does “Disruptive HR” Look Like?
Before I cover how HR teams can adapt in this changing environment, let’s consider all of the important tasks today’s HR teams are expected to do, including:
- Addressing diversity problems in the workplace.
- Finding, hiring, and training new managers and staff.
- Facilitating smooth transition and onboarding experiences.
- Building work environments that are positive and supportive.
… and all this in addition to ensuring payroll works properly, accurate record-keeping, and keeping the organization out of any potential legal trouble.
Transitioning Away From “Transactional” Issues
Josh Bersin recently identified two essential tasks within the HR function:
People-Centric: Let’s think of these as tasks which require “soft skills,” like training new managers, building a leadership and executive pipeline, assessing engagement and company culture, and more.
Transactional: These tasks require “hard” skills like posting job descriptions, screening and hiring applicants, building a career portal, running payroll, and making sure that compliance training is completed.
For HR department to develop a disruptive, “high-impact” model, they need to eliminate time doing transactional work, says Bersin, who states: “our new research shows that 41% of HR professionals’ time is spent on “transactional activities,” 40% on “talent and people,” and 19% on “workplace and work.”
4 Steps You Can Take
By using technology, automation, and analytics to handle transactional tasks and processes, HR teams can focus on the “people-centric” tasks that will improve the employee experience and make their organization a more productive and positive place to work.
I recommend following these steps to start overhauling your current HR model and begin transitioning to a system that’s high-impact, and which gets results:
1. Use “Design Thinking” When Designing the Employee Experience
The best company cultures are those which are built using “design thinking” which is the merging of user experience with individualized benefits, not simply the process itself.
Design thinking considers how employees already work, organize their tasks, and make decisions, and uses this information to build HR tools which are specific to each employee in order to help them achieve their personal and professional goals while staying engaged and productive at work.
2. Invest in HR-Driven Technology
It’s no secret that technology is disrupting the workplace, and today’s HR tools can save time by automating a lot of time-consuming processes, as well as streamline feedback, alignment, and increase productivity between teams.
HR teams are uniquely poised to lead, rather than follow, a company’s digital transformation. By assessing how technology can enhance organizational structure and improve daily workflow, HR can focus on people-focused deliverables rather than ones which are technology-focused.
3. Break Down HR “Silos”
Let’s face it: traditional workplace hierarchies are a thing of the past. High-impact HR teams operate as agile groups, and as a network of teams, rather than a series of “silos” which work largely independently of one another. This increased communication and combining of skills and knowledge allows these teams to identify, address, and solve tough HR challenges.
Even though individual team members may specialize in certain areas like compensation, recruiting, and leadership development, today’s most effective teams operate as agile teams which work interdependently with one another.
4. Work With Leadership
Of course, even the most agile and forward-thinking HR teams still need help from leadership in order to implement any changes which will yield tangible results. ‘
High-impact HR organizations focus on much more than just control and compliance (transactional), and work hand-in-hand with leadership to create a culture of purpose, inclusion, trust, and accountability which focuses on people-centric challenges and enhances the workplace experience.
Today’s HR professionals are facing new and disruptive changes every day, and by embracing technology and developing a “high impact” HR model that focuses on company culture and people-centric solutions, we can enhance the experience of every employee from the C-Suite to the new hire.
At East Tenth Group, we’re excited to hear from you and learn how your HR teams are adapting to a new high-impact HR model. For more information about our extensive services, take action now and subscribe to our newsletter, and connect with us on Facebook, LinkedIn, and Twitter.