Want to take your business to the next level? Start by inspiring your workforce.
Transformation without motivating your workforce will not help reinforce the concept of HR transformation within an organization. Most businesses get the concept all too wrong that they invest a huge amount on the technology front but fails to consider the importance of human element involved in the process. Such short term vision will only jeopardize the overall objective.
The expanding digital revolution demands a highly motivated and skilled workforce. Most businesses around the globe are on a spree to find skilled employees and retain them for a longer period on time.
The rapidly evolving business landscape craves for an ardent workforce.
HR managers are in a constant hunt for global resources who could meet the global demand. Even when the economy puts out a high unemployment rate the business is still bleeding as the head hunters are not able to find the right skill sets. On the other hand, retaining existing employees have become a challenge.
Digital revolution has slowly changed the dynamics of the job market. The candidate-led market demands much more than a lucrative job offer. Candidates are looking for challenging opportunities that can help them build a strong career. Most candidates are driven by passion and are zealous enough to search until they find the right job. In a fast-paced digital era, where most ideas and skill sets are labeled obsolete, candidates are looking for organizations that are ready to guide, nurture, and mentor them to realize their true potential.
In an open market, it’s no shocking news that most businesses lose their new hires (talents) within the first few months of their association with the organization. The disturbing fact about high employee turnover is “Poor Employee Experience within the Organisation”. Poor employee experience is closely tied to declining productivity.
The fierce competition demands businesses to redraw their focus towards employee experience. Leaders who understand the importance of digital transformation should craft their processes to fall in line with the aspirations of the candidates market. Intuitive employee experience is critical in gaining higher productivity and lesser employee turnover.
HR Transformation – Hidden Pitfalls
With digital transformation comes a new wave of optimizing and streamlining processes for better outcomes. Human resource management was one such department that caught in the wind.
Over the past few decades, countless organizations have ingrained the concept of HR transformation. Majorly through upgrading existing technologies, improving service quality, reducing operational cost, etc.
Though trailing down the transformation cycle one will find a striking example of how theory and practice diverge. In most cases, the outcome varies wide on the mark and the after-effects are clearly visible on the balance sheet.
In a complex global world, tasks that don’t inspire employees will undermine your business objectives.
Most leaders prioritize technology over people or get too involved in the technology front and pay less attention to the resources who makes transformation possible.
Digital transformation is a journey and you need to make sure that your employees embark the journey with shared motives.
HR Transformation – Transform in the Right Direction
Change invite challenges.
Modern transformational strategies help HR leaders make strategic decisions and attract topnotch talents/ skillsets to their business. At the same time for a business to avoid the threat of high employee turnover caused by radical transformational changes, the business should encourage transparency, guide and educate their workforce such that they understand the need to accommodate changes.
Where HR Transformation Fails
The answer is simple, transformation cannot be tied to a one-day seminar or a 3-day workshop. Transformation calls for dedication, consistency, and patience. Most businesses around the globe still believe that employee transformation can happen overnight. They are so closely tied to traditional beliefs that centralised management is the best fit (even when the idea is to create a conducive environment where the talent is best utilized).
Instant results are so hard to come by when the basic idea of business itself is subjected to radical changes. Technology transformation is so fast that most ideologies and processes are labelled obsolete in a short span. The business around the world should devote time to manage the change processes rather exercise coercion.
Change Management
When lousy change management will result in high employee turnout, the inadequate time will question employer motives and culminate cultural gaps. What an organisation need is, joint ownership, which encourages collaboration that fuels change management.
Building a Cyber-Physical Space
To further optimize processes, businesses are depending on the latest technology solutions to integrate the human workforce with technology. Trying to create a strong environment where both technology and humans can co-exist. Workforce and resources are smartly selected in view to add value to a future market. The future business models are rooted around a smart blend of technology and operational models that can optimize the day to day processes and bring out the best in employees. Thus increasing the overall effectiveness and leaving enough room to instantly address crucial matters.
Managing the Human Capital
Attracting and retaining human capital is a troublesome pursuit an HR should endure. Businesses that are planning for the future, most likely go through the challenge of recruiting top talents and train them to meet future skillsets. In a candidate’s market, an HR leader should be aware of the high employee turnover rate and the main reasons that contribute to the cause.
Poor Employee Experience
Poor employee experience is considered as one of the top reasons why most businesses lose their top talents. Candidates are looking for experiences that help them build a strong portfolio and climb the corporate ladder at a shorter span. Not so satisfying experiences from employers can result in humdrum, later compelling employees to question the motives of employers.
Eg:- Poor onboarding experience can compel new hires to resign within the first 3 months of their joining. The practice is quite common with businesses that follow legacy onboarding processes. The high onboarding rate invites numerous challenges. Topmost being, delivering a personalized first-day experience to candidates. This requires a robust system that can simultaneously interact with multiple candidates instantly and make the onboarding processes magical.
HR leaders should encourage the idea of bringing in technology solutions that makes the day to day activities on an HR easier. The seamless integration and optimisation of processes will give enough room for an HR manager to interact with the new hires and make the first-day impression. Future companies are exploring trends that are shaping the way business relate to customers and employees.
The Global HR Transformation Model May Not be the Answer
The global HR transformation model is rooted in the idea of increasing business efficiency by integrating the latest technology, making cultural changes, revise existing laws/ policies, iterating existing business practices, etc. When regional and cultural factors act as a barrier for introducing most of the universal HR transformation practices, the budgetary constraints drags the HR processes to old fashion manual processes.
In a startup ecosystem, the HR manager may be forced to handle multiple tasks simultaneously. The urge to wear multiple hats will influence HR’s to slowly prioritize mundane day to day tasks over transformation.
In a dynamic world, the concept of being agile is not limited to tech. In startup culture, agile performance management is spun to test. The startup nature itself invites a plethora of challenges. Recruiting the right talents, retaining the team, and inspiring them to stay on board at trying times can be overwhelming. Startup HR leaders need to operate within limited resources. In most startup companies the HR department’s focus is to reduce overall operational cost or to address delivery problems. With unprecedented changes in the global business environment, the objective should be to motivate the workforce such that they are driven to add value to the business.
Parting Note:-
Rapid innovation has become a strategic imperative. Businesses are becoming less predictable and more customer-oriented. HR leaders are compelled to deviate from rules and legacy practices to simpler and faster approaches that guarantee success. When streamlining for business success make sure that you inspire your workforce to transform in the same direction.