HR TECHNOLOGY 2.0 ReFRESH
More Humane & Bold to the Beyond
HR systems strategy continues to play a vital role aiding & blooming out into uncontested space with each day that passes by. The pace of innovation has far outstripped consumption & adoption to match the creative burst of energy across this core People Technology Space. As per the latest Sierra Cedar 2017-18 Systems Survey report 40% of organizations across the world still have a major HR Systems Strategy initiative going for them.
What this means is that the adoption we spoke about earlier in the article HR 2.0 where Josh Bersin with Deloitte points to a $40 Billon dollars a year in spending on Human Capital Management (HCM) technology is very much intact & improved further. This is nothing short of a DIGITAL REVOLUTION in action per the latest Deloitte findings on Talent Trends. With VUCA impacting businesses all around the organizations are more than ever compelled to adopt a more robust, timely & intelligent platform to enable faster & better decision support systems. This triggers actions to also plan in maintaining a level of business sustenance to propel us into the future.
Enterprise systems strategy comprises of below elements as summarized by the 2017-18 Systems Survey which answers the key elements comprising a systems approach to an integral delivery system.
Source & Courtesy: Sierra Cedar 2017-18 Systems Survey
An attempt at integrating HR Systems Strategy to Business Strategy & thereof to the overall organizations’ IT Infrastructure would push business outcomes by atleast a 20% spike and does make a compelling case as to why the CXO’s have embraced this way forward and all the investments that are going into a dominant HR Systems strategy to change the game to a brighter future! These investments into HR & Business systems are also seeing an adoption of Risk & Security strategy to go with ensuring the data concerns and preventing breaches corroding major systems with upto 70% aligning IT spends on these in line with the HR investments
At the points of cultural inflections in its people part a socially responsible organization adopting systems creating better communication channels internally can wire the networks better to dramatically improve business outcomes by about 17%. The newer systems at play are ensuring that the personal experiences & their ability to connect to the ever-ambitious millennial workforce has its demands met with the platforms playing key role in the present & into a rewarding future for organizations. Talent networks are functioning with full capacity moving into these technology platforms be it as simple as a WhatsApp enabled ticketing systems delivery for consumers to a slightly advanced and highly configurable social portal such as Workplace, Facebook, G+ creating employee channels by opening & strengthening the social fabric of organizations further.
Adoptions plans on various HR practices within look very promising & challenges people practitioners to create employee experiences that make a difference to end customers & consumers in a collaborative manner. Facebook & Twitter adoption jumped to 50% or more within organizations to leverage more than a billion + subscribers available on these channels.
All this compels us to reflect upon the right chords of growth that needs to be stringed with experiences created to unlock the transient value co-creation, ephemeral since the variables have been constantly shifting throwing up a compulsive need to adopt to new models of innovation aided by technology better. What is it that shall help businesses to continue to create value whilst adopting a rapidly changing landscape and newer set of challenges.
Design thinking an organization which will sustain & co-create value to society, investors, people & customers not necessarily in that order become primal in need. This is where technology come in to aid & build future ready organizations. With adoption of newer platforms, the available levers to engage & create experiences across becomes well-knit and one should necessarily adopt this route. The elements of human endeavor are suddenly filled with technology as a partner rather than a replacer as is being seen in some quarters completes the whole to create another new level of enterprise & business model innovation.
Traditional hierarchical approach no longer holds good & a millennial is more attuned to the networking ways of current world. Therefore, organization building would use technology to create that ecosystem to leverage influence & engage to provide for a great culture & recreate efficiency of scale & productivity. Network of teams & collaboration tending to “c” simply represented mathematically as Networked Teams(NT) = n1, n2, n3 …. n & Collaboration = “c” with platforms “p” enabling would unlock value V= (NT *c) p
Important adoption trends per the Deloitte report are as under
Source: Deloitte University press | Human capital Trends report 2017
The conclusions by priority of order of adoption & implementation of an integrated strategy would then be where a social platform driven employee is engaged with a microlearning portal avenue towards knowledge assimilations & progressions providing value dissemination opportunities. Talent hiring would be conducted by an AI which learns by machine efficiency of a role fit and a human representing an auditory role bringing in a humane approach to an efficient onboarding experience laying out a future roadmap for a career progressing well within an organization. Employee experience in all this would not be a cumbersome experience but one which keeps them occupied crafting their work with an efficiency of a surgeon bringing in life to a mundane environment. Diversity & inclusion mapped algorithmically & inviting a right prospect to join with a suite of options & opportunities.
Designing, planning, & transforming would form the core of current change approach & strategy which will define work as we would know from now.