#HRtech : Simplifying Intelligence

Well, i was deliberating on the relevance of #HRTechnolgy with a dear friend of mine and how the differentiation in this area to be identified and build on, and there were some very fundamental reality check that we discovered, for the buzz of #HRtech in today’s cluttered marketplace.

Critically asking, What do we envisage the HR technology to deliver for us and for the organisations? 

>> Promotion and career progression, by riding the digital transformation elephant ??

>> Enthusing Management with some jazz, on dashboard and ppt ??

>> Subverting the paradigm in the name of Old Vs New ??

>> or just building another #excuse of HR Technology, to cover up the requisite shortcomings??

I just came across this saying by Narendra Modi “Technology transforms people’s lives. From mitigating poverty to simplifying processes, ending corruption to providing better services, Technology is omnipresent. It has become the single-most important instrument of human progress.”

I believe the Purpose of HR Technology should be to drive and accelerate the #purpose of the Organisation and its employee to the next level.

Herewith are few key outcomes that i believe HR Tech should be driving:

1. Simplifying Lives :

The key challenge and biggest opportunity with organisations is about “Simplifying”, its Process and Governance architecture, towards enabling employees as end consumers to be driving value and satisfaction out of routine health and hygiene transactions.

I recall, a simplest Exit or Joining formalities at our manufacturing unit, consuming a complete day and at times couple of days, with supervision, guidance and yet the dossiers are not completed, wastage of papers, photocopy, photographs and time, has huge direct and indirect cost, with emotional outburst and challenging #customer Experience, that immediately impacts on the critical factor of “Time to Productivity”.

Now, more than operations, this builds up the #perception. Perception about the company, the department the overall environment and that finally sums up as the #culture.

What Technology can bring on ???

Just simplifying Lives, with automated, self service and on the go, #Talent Experience, resulting in superior cultural Quotient.

You would be surprised or sure of the fact that ~65% HR Transactions are routine and around Employee payroll, Joining/Onboarding and Recruitment. If automated and supported by a “HR Virtual assistant, builds on ER efficiency to the tune of ~35%.

[source: Informal discussion with HR Leaders, Prospective Clients and HR Shared Services SPOC of over 50 Organisations]

2. Empowerment: 

Is it just about giving the right to allocate work, approve leaves and do performance ratings only ??

Empowerment is bringing the HR Architecture together, beyond the ranks and files, it's about dissolved boundaries for Blue and White collared thought processes, it's about scaling technology deeper to the roots at the bottom of the pyramid.

How HR Tech would help scale up empowerment ?? it shall enable people handle their 80% routine transaction on a self service mode [Both as managers and employees], reducing dependencies, redundancies and enhancing timelines and quality, thus scaling up Ex and satisfaction.

Alternatively the development agenda, should be built around #empowering self development and more focus around #Talent experience framework.

3. Transparency : 

In one of the SHRM seminars, an audience asked me : “HR Technology penetration for Blue Collared workers, will result in more escalations and IR issues, as they would be able to recognise and question the status Quo ??”

“You can't close your eyes and believe the sun won't shine”, I opine that HR Technology brings transparency in routine transactions and transparency brings in more Trust to the system, and counters to the major reason of Industrial Relations i.e. “distrust” between workers and system.

The much ignored “Bottom of the pyramid” poses a huge opportunity for the #HR Tech landscape, with focused platforms for the Workers engagement and effectiveness. 

(The above mentioned views are strictly personal and individual professionals might have a different thoughts, towards the subject matter. It would be great to understand your opinion and inputs towards a more cohesive experiential learning, which remains the ultimate objective of all my posts)

Do leave your comments and value addition