Our Advisory practice focuses on enhancing Human Capital value in client organizations by understanding and addressing client’s DNA and specific business needs. We offer “HR Health check” to find out what is working well in your Organization and what can be improved by designing and implementing relevant HCM practices and solutions.
The business is continuously evolving and so are our client HR organizations, we offer “HR Roadmap” to give our client the ability to manage strategic, operational, technological, and compliance risk to enhance enterprise value.
Our Advisory practice not only designs the solution but also provides implementation expertise for all engagements.
Cloud has simplified the way we do business but sometimes to take advantage of the cloud the way it is intended to be used, you need to look at your HR Organization and ask yourself the question if you are ready to embrace the cloud. With our hands on experience over various industries and technologies, we can help you take decisive action and achieve sustainable results
Design Thinking as a concept can be used for practically any problem solving situation. Traditionally it has been used extensively in ERP based projects for user experience space. The question that we are always asked is if there is an applicability of “Design Thinking” principle and practices in places where client have decided to implement a cloud solution specifically in the HR space. Our view is that yes, certainly “Design Thinking” has a role to play in the HR cloud world where the convergence of People and “human centered” experiences happens.
Design Thinking and Talent Management SuccessFactors has plenty of world class innovations in the Talent Management space. And HR becomes a serious facilitator to this process by understanding “Design Thinking” concepts seriously HR can understand, innovate and implement the core of Talent Management which is competencies, goals, leadership, incentives, succession, performance, and team building. HR thus plays a very important role in providing the environment that lets people work in a Design Thinking mode.
Much before you plan to implement SuccessFactors Talent Management suite you should try to use “Design Thinking” to address the following:
• How to retain talent?
• How to use social tools for people learning?
• How to use effective onboarding to make newer employees more productive quickly after hiring?
• How to create employee bonding and brand creation through social learning and communication channel?
• How to make performance appraisal as feedback mechanism rather than punitive process?
Design Thinking to help “work place experience” not “user experience”
For a long time building the “User experience” for the employees was one of the main drivers for the HR organizations but with advent of cloud based solution like SuccessFactors which has invested a lot of research and effort to make the user experience for the employees as close to the consumer grade as possible. But HR designs the “Work place experience” where most of the employees spend a better part of the day hence is extremely important for all of them. Designing a conducive and inviting workplace experience that are sustainably responding to some of people’s most important needs (motivation, inspiration, challenge, learning, performance etc…) is one hell of a task and can use some structured “Design Thinking” methods.
The ever changing technologies and data (e.g., digital world) has an impact on human resources professionals like never before. They are realizing that this trend is not a passing trend but a reality which is here to stay.
Even though HR is slow in reacting to the changes around us but it is aware that the key competencies driving business results today are dependent on how best an organization understand and make use of integrated talent management, workforce planning and its comfort with social networking and overall HR technology.
As organizations and businesses are evolving and trying to ride the technological innovations wave the following workplace challenges will continue to change human resources as a function and HR Professionals in general.
There are a lot which is changing around us and at a much faster rate than ever before. The technological innovation in HR field in the past 5 years can be probably equivalent or more than cumulative changes that happened 35 years before that.
At the heart of technological adaptation and automation is the desired business outcome. The successful organizations will understand their business needs (varies by type of business and industry) for a technology solution and adapt/automate what is essential for them to be competitive in a workplace.
Social Integration, Training and Change Management
Technology adaptation by line managers determines the success or failure of an organizations ability to embrace the technology innovation/automation. Many of these challenges come down to effective use of change management where communications plays a large role in leveraging the digital space.
For organizations to move into digital space smoothly emphasis should be given on management and leadership training to ensure line managers are able to effectively convey expectations and outcomes.
Big Data, Information and Insight
Digital HR and automation if not planned effectively creates a lot of data that is scattered across multiple systems and in varied formats which can make it difficult for most organizations to provide a clear picture of their current workforce. The road to Information and Insight from the trillions of data created everyday by core HR, Talent and other social integration is difficult and should be carefully thought about before one embarks on this journey.
The advances in in-memory computing, big data platforms and packaged analytics (predictive or prescriptive as the case maybe and embedded or otherwise) helps organizations to use the data to take efficient, accurate and fact based business decisions. Our Digital HR offering can help you to take the right decision for your Organizations.
The core of your business success depends on your HCM and other integrated processes. But this is also the most often the neglected area. All the Cloud HCM vendors in their eager ness to sale their products focusses heavily on a technology based process transformation. In our experience we have noticed that to take advantage of the best practices and innovations offered by cloud vendors you need to know what and how you’re “To Be” process will look like in a new and changed environment. This will enable you to plan for the change and socialize the change through an effective change management process. This is one of the main reasons why cloud processes adaptation in many organizations remain very low. We can look at standardizing your HCM processes and build your “To Be” processes much before you see them in the system.