ReThink – ReDiscover – ReCreate
It’s time for us as HR
practitioners to Rethink – Rediscover – Recreate our HR Processes from benchmarking
perspective. Challenges are to establish & accomplish new deliverables,
innovations, automations and keeping strong relations with our internal and
external customers.
With this objective, the three corner stones to rebuild the
HR Personality within an organization are as follows;
ReThink
Are we aware that what is the
significance of HR processes among the employees? Do they appreciate our
processes and able to understand that these are aligned with organization’s
missions. Are we making an effort to market our processes and policies?
If yes, herewith our HR
framework has to be replaced by a much more holistic, integrated, and real-time
approach to measuring and driving high levels of employee commitment and
passion towards our processes.
To start with, we need to have
HR Personality check and Rethink on our Key metrics:
In-House Marketing
to Measure HR personality with behavior within Organization; as in we are
falling under which disposition among below as well we can chose multi behavior
for best deliverables post survey:
Deer - Nimble
footed, Sensitive, graceful
Vishnu -
Handling heterogeneity, Boutique offerings
Brahma -
Thought leadership, innovative
Mother -
Humble, Patience, trustworthy, care
Phoenix
-Breaking old school of thoughts
Architect -
Futuristic, scalable
Detective –
Governance
News reporter
– Awareness
Goddess - Leveraging
multiple processes
Hanuman -
Mentor, trouble shooter
Amitabh Bachhan
- Face Value
Christ –
Savior, passionate
ReDiscover
In today’s scenario with the
increased volume of transactions, current processes are not able to keep pace,
resulting in distractions for employees and risks for organizations. Hence this
is important to rediscover our mode of operating. To start with, we need to
discover our internal employee’s needs and Operating Model:
Discover
customer needs: this is to identify the pain areas in terms of HR
deliverables and processes for enhancements. Simultaneously, need to check the
performance of HR products that internal customers are using. We operate so
many processes under employee life cycle: Onboarding, Payroll, Statutory,
Bonus, trainings, separations etc… accordingly we need to ensure in order to
correct this, we should discover our current "brand" to know where we
stand.
Operating
Model: Need to design a Measurement & Control framework to
ensure that HR achieves its purpose & supports business excellence:
It falls under 3 areas:
-
Hard measures - quantifiable metrics & costs
-
Process measures – subset of hard measures + TAT of end 2 end processes
-
Soft measures - Customer opinion surveys (using measurable scales),
senior management interviews (qualitative data) and internal staff satisfaction
measures
ReCreate:
We have determined our identity;
it’s time to work on our mission statement which should be aligned with our
values and our principals. It will help defining our goals and milestones.
Create Mission Statement
THINK CUSTOMER: Employee
Experience (Best in class/Standardization/ People & Culture)
THINK END TO END: Process
Excellence (SLAs/TAT/Accuracy)
THINK LEAN: Good Governance (HR
Strategy/Process Checkpoints/ Automations e-HR/Quality)
Digitization
More the Merrier; this affects
the perception of an employee about HR processes standards. Robust automations
are easy to use and show the innovative culture and acceptance towards change
management of HR department.
Under Digitization we need to
list down the processes which entails employee’s role and need to work around
on them as in to make them paperless processes. Automating small processes like
onboarding surveys, exit feedback/ checklist forms, advance salary forms etc.
majorly impacts on the man hours.
TIME TO DELIVER: It’s
time to deliver our promises now. The best way is to keep reviewing our
processes and measure their performances which will help us to benchmark our
department. We as HR practitioners must
be willing to make rapid and tough decisions and keep exploring the new
initiatives.
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