The God Particle of #HRTransformation.

No it isn't - digital or automation. Though, digital and automation are exactly the steroids we needed to bring HR back to the front.

In my last post, I did flirt with a mention of The 'God Particle' of #HRtransformation. It manages to remain elusive through the best planned #HRtransformation - The HR process – yes that is, The 'God Particle'.

The last several years, while we have en-mass embellished, HR practices with digital buzzwords, the 'God Particle' has smugly stayed hidden, calling the shots however. After all, as we understand now, that the outcome of any tech driven transformation is as good as the PROCESS it is lain over. Which should explain why I refer to ‘Process’ as the ‘God Particle’ of #HRTransformation.

That said, have your HR processes (god particle) smelled coffee yet?? 

So what constitutes the concoction, that will unlock value that is concealed in your HR processes. I have documented what I believe are the central tenets. Exactly what, that will awaken the god particle in an HR process. 

1.   Talent Centricity

Truth be told, HR processes have centered around the business for the longest, if not eons. The beckoning fact is - a thriving business needs a thriving talent base. Unless your talent base is engaged, you may not achieve long standing successful client value creation.

The first step in any #HRTransformation therefore is – turning to your talent for inspiration or becoming ‘Talent Centered’. This is the introspection stage, where an organization sits down to determine new HR processes, as A Human Relationship function, and not as A Human Resources function.

Given the multitude of work-forces, it is critical NOW to understand the aspirations, motivations, and expectations of the workforce and build a talent ecosystem, that centers around it’s experience - a call out for all things transparent, expeditious, intuitive and smart. You will hear often these days – The moments that matter.

#DesignThinking new processes and systems would give exactly, the guiding principles that the future processes must operate within, to consistently create, talent centered experiences.

2. 'Amazon-ing' your processes?

Have the long winded processes, been decimated?

Are the HR processes more transparent now?

Is the HR process, on the go, at the fingertips? Read smart device enabled?

'Amazon-ing' as I call it, is the output following the 'Design workshops'. This is where a firm designs and commits itself to the new process - Faster! Personalized! At fingertips! On the go! (quite literally).

The motto – get closer to what your talent needs and deliver it fast. Disrupt and Decimate.

3. Predictive and Prescriptive

Personally, analytics is the most mentally invigorating part of #HRTransformation. Articulating, use cases and relational talent analysis that provides everyone involved - with usable, deploy-able insights. When implemented as actions, these insights create greater value for the talent and teams across levels/ functions in a firm.

Yes, we would need data scientists for this, yes we would also need a relational data analysis engine - however, nothing beats common sense here. One has to be able to hypothesize 'matter of fact', ‘real time’ problems and 'opportunity statements' that data can solve.

And that sums up the coffee, atleast from where I see it.

So get set ready – activate the god particle of HR transformation! Just make it smell some Chiapas Coffee!! and don't forget to share snippets from your tryst with the HR God Particle.

Also, curious, before I close – have you heard of ‘fail safing’ #HRTransformation by ‘failing fast’?