3 Ways to Revamp Your HR Processes
With the new year and setting new objectives, you’re likely overwhelmed with all that you need to do. One goal to consider is revamping your HR processes. This can help streamline the way you do business and simplify how you manage your people.
Here are three simple ways to revamp your HR processes.
1. Reimagine Fun in the “Office”
Regardless of hybrid, remote, or in-person status, there are plenty of ways to focus on making work fun again and re-engage your employees.
Gamification, the use of entertaining components in non-competitive contexts, can motivate employees to achieve their goals, as well as promote engagement, skills development, and a sense of belonging.
For example, if you have a learning management system, you could use badges and scoreboards to recognize employee milestones.
Through HR analytics, you can utilize your data to personalize gamification. What you find can provide you with insights into which games or programs have the highest engagement, produce the most results (i.e. promotions, job satisfaction, etc.), and ways to develop more tiers (i.e. more advanced or skill-specific levels), create similar programs on different topics, or revamp lower-performing programs. It’s important to create fun games but also challenging to various levels of skillsets and roles.
Additionally, it’s equally important to develop personalized, contextual, and adaptive learning experiences – access to what employees need, when and where they need it, and can scale with your organization.
2. Refocus on People-First Culture
The concept of upskilling and reskilling employees is rising through organizational prioritization ranks. Companies are focusing on boosting employee morale and professional development through internal mobility opportunities. In reskilling and upskilling employees, businesses are saving on budgets and focusing on current workforce opportunities.
Moreover, software systems like Namely can provide the necessary toolkits to automate management-level nonessential and/or manual tasks. Other technological tools like video conferencing and learning platforms can assist in providing virtual training and resources to help develop skill sets.
Despite heightened burnout and quiet quitting, supporting management with skills development can help them refocus on building a people-first culture.
More notably, the overall employee experience is expanding past HR strategies and being encompassed into long-term business strategies. By aligning technology with people operations, critical analytical data can be used to guide efforts to improve the employee experience. From IT and finance to facilities and operations, technology opens numerous opportunities to refocus on cultivating a culture founded on the employee experience.
3. Redefine HR Technology
Whether you have your own technology or outsource through a third party, the workplace and workforce are evolving rapidly, and HR technology needs to keep up. Algorithmic HR — the use of algorithms to guide HR decision-making — is a newer approach that is impacting the gig economy but expanding into general HR management. Algorithmic HR can be used through the integration of artificial intelligence (AI) and machine learning to ensure fairness and inclusion.
Additionally, HR technology is being used to support the full employee experience, from the recruiting process and onboarding to talent management and performance tracking. For example, employee portals, like an intranet, can serve as a single source of organizational information. Knowledge management and self-service tools can help HR promptly address employee requests, provide timely and accurate responses, and close skills gaps by identifying existing skills and creating professional development opportunities to support them.
AI-driven data can provide important employee insights, such as soft and hard skills, that can help re-evaluate role responsibilities and guide employment determinations, i.e. layoffs.
Benchmarking tools and methods are also gaining traction to track productivity and performance. These benchmarks serve as a means for evaluating employee attitude, log office space usage, utilization of training tools, and other influences that impact overall employee engagement and product quality. However, industry experts caution that HR leaders interested in tracking productivity should focus on big-impact metrics, like quality and quantity of employee output.
HR analytics play an integral role in guiding HR processes and organizational goal setting. Perhaps it's time to make this the year you focus on HR analytics. Not sure where to get started? Check out Namely’s HR solutions.
Sources: HR Exchange Network, SHRM
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