As someone who has built a career as a Human Resources professional, I have experienced many people who have used their ‘knowledge as power’! The world is changing rapidly with HR tools and technology becoming more mobile and integrated; and as a result, HR professionals are more data driven. We can make the right knowledge and insights available to our businesses, in the hands of people managers to be able to understand what the critical people issues are that they need to address
In today’s world, there are only two things that really differentiate organisations – how they use their data and the creativity and contribution of their people.
It means the two greatest tasks we have in Human Resources is leveraging the data to make good people-related decisions and how to develop and attract high-quality talent into your organisation and grow their capability. The right human resources system can help you do both!
Often HR professionals fail to get maximum value out of their HR system – despite the large investment required. These systems are incredibly powerful but if they’re not implemented well, they can make little or no difference to your business. And if the needs of your people aren’t at the centre of how you build and implement any technology solution then you will not get the right outcomes
To start with the basics, you’ll know when it’s time to upgrade your HR system
Manually filling in forms
No integration of people data across systems leading to double data entry
Inability to manage people tasks from a mobile device
Employees and managers complaining completing HR process takes too much time
Unable to generate insights from your people data
Then it’s time you should act. After all, you’re not going to keep your best people if the organisation runs like it’s still the 1980s.
We need the employee experience to be engaging, personalised – to minimise the amount of effort required to complete HR process so that employees and managers can grow our businesses.
Knowledge is power! However, it’s not to sit within the HR function it should be readily available to all people managers and business leaders to enable good decision making, driven by data with deep people insights
How to do this well is something I will discuss soon