The HR Perfect Storm Continues

Welcome back! Honestly, I was so inspired by this topic it just kept running on and on as I wrote on it. However, I knew that to be of value, I can’t expect readers to dedicate a ton of time to read my ramblings. So, enjoy the rest of the story……

What I have started to see is organizations building the bridges between HR and IT to develop comprehensive strategies for their HR Data. While “Best of Breed” may still happen, what seems to be more prevalent is fewer single use systems and more best of breed suites that make sense. Take Recruiting, Onboarding, Learning, Talent, Time & Attendance as one example. These systems are front and center when it comes to the employee. Doesn’t it just make sense that they should all be tied together as seamlessly as possible, and even look like the same application? That’s the expectation that many Amazon shoppers, err, I’m mean, “employees” have.

That brings me back to the HR Tech Conference and more providers than anyone could possibly imagine. There are lots of great platforms and services out there to purchase, which will do amazing things. But if you don’t have an overriding strategy in mind you could just end up like a collector of cool things. Consider the needs of your business or organization as it relates to your talent. What do you want them to do? What shouldn’t they have to worry about and how critical is the HR data you so desire to your ability to compete and innovate.

Too often I hear the concern that there’s too much data to migrate away from bad systems. Or it would be too hard/expensive to move from our system of record. Funny thing, I just heard a statistic that says over 80% of organizations don’t trust their HR data. So why move it? It’s almost as if organizations need an intervention to move away from a system(s) and data that aren’t meeting their needs. Draw a line in the sand, archive at a certain point, keep your good data (name, rank, serial number) and move!

I had the opportunity to meet with a Tech Company through my travels in Africa. They were very much like a google, had all the perks; onsite restaurants, table tennis, indoor putting green, basically you name it – they had it. But during my conversations with the team I met it was interesting to hear what was missing, an equally employee centric technology experience.

They shared with me the arduous process it took to log their time, request time off and even enter performance data. As we spoke about their challenges I asked if this was as big a deal as the office perks. To my surprise it was considered even bigger. It was quite a moment of clarity to realize that so many of the companies out there may be missing something so important. That all the fun toys and comfort items don’t impact engagement, happiness and retention near as much as the daily systems they have to use.

Here’s the fun little secret that no one really gets. If you have a new system that is designed for an “Employee Experience,” guess what, they’ll populate the thing with more data than you could ever imagine. HR Technology can be hard, but it doesn’t have to be in this day and age. We watch Apple routinely wow us with their showmanship to get people to clap and cheer for a new emoji creator. This is your employee mindset. If something takes longer than 8 seconds for them to figure out or begin, they’re gone.

Last, but by no means least, mobile. If you’re not considering an overall mobile strategy, notice I didn’t say “mobile learning strategy,” you’re now playing catch-up. I’ve met with organizations around the world that are ready to push learning to the mobile devices yet have not considered an overall mobile strategy for the company.

Before getting too far out there with your mobile initiative, ask a few questions to determine if you’re ready to take the leap:

·        What devices will be used; personal or company provided?
·        If personal devices are used, will there be any impact to personal data plans?
·        Does the organization support or endorse the use of the training outside working hours?
·        Would there be an expectation of compensation for overtime usage?
·        Who is your audience that will be using the material?
·        Are they able to view the training safely or could it be a hazard or distraction?

I could go on, but you get the picture. Having a solid overriding mobile strategy for your organization will help focus your attention on delivering the best mobile learning experience.  One other point to consider when considering mobile initiatives; if you think it’s just a fad or too expensive investment to make today, just wait. Generation Z is coming and their appetite for mobile access and app based capabilities will be even greater that the Millennials.

Today’s world is built for HR to have immense value to an organization with the right toolset. However, without a solid strategy behind the technology, you’re just inviting more of the same technology frustration. We’re more connected now through technology than we’ve ever been and employee’s expectations have never been higher. Those that offer a true consumer grade employee experience will enjoy better HR data, happier employees and greater success.