alighthr-blog

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The role of ‘Humans’ in Human Resource

https://hrtransformation.alight.com/index.php/blog_post/the-role-of-humans-in-human-resource/

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Technology satisfaction dips

https://hrtransformation.alight.com/index.php/insight/technology-satisfaction-dips/

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Recruiting is an exciting field. Employee recruitment and retention are hotly debated topics in the Human Resources department. In executing their obligations, HR services consistently address several challenges. Recruiting employees for your organization is usually done in crisis circumstance where there can be a high pressure to fill a vacant position rapidly, in a short duration.

Nonetheless, the expenses and effort of recruiting the wrong candidate for that position can have a huge impact which is usually higher than a little postponement brought about by ensuring you get the ideal candidate. In this article, we will highlight the key points which will attract and retain the perfect candidate for your organization’s position.

Here are the five guidelines to take you in the right direction

1.    Well-defined strategy

The base of any recruiting process is a well-defined objective that represents the brand message, essential sources, target candidates and effective methodologies. Ineffective approach or strategy elements results in a waste of effort, resources and incapable hires. The best methods have the ability of moving as the economy and the interest in recruiting candidates keep changing.

2.    Branding

The methodology with the highest effect and the recruiting strategy is organization branding, the way toward building your external image as an amazing work environment. By proactively making it simple for ideal candidates to notice, listen, or see the key factors that make working at your firm energizing, you can significantly build the number and quality of your candidates in the long run.

3.    Data-based choices:

Base choices on eligibility, screening tools, and which candidate to procure on facts/data and not based on usual practices. Settling on choices dependent on target information takes out biases and helps the recruiting procedure to deliver progressively steady, solid, and quality results.

4.    Competitive remuneration

While there are numerous approaches to expand your chances of drawing in and hiring the most talented applicants, offering excellent pay and benefits is a fundamental part of great representative recruitment efforts. A research done by HR services demonstrates that several people  leave a position for more pay, extremely low-salary employees will leave for more cash to make a decent living. It is essential that you know about what your competitors are putting forth their workers for comparative positions and ensure that your compensation and benefits contributions match up.

  5.    Technology and Integration

The recruiting process must be incorporated with other HR procedures. Those recruiting process that works hand in hand with other HR operations like compensation and benefits will deliver wonderful outcomes. The best practices depend highly on technology and in all aspects of the recruiting procedure. Technology and a new approach can improve screening, cut costs, and offer the organization with the capability of hiring globally.

To attract and hire ideal candidates in the position, organizations must have comprehensive and effective strategies that address these five key components:

1.    Good internal management

2.    Opportunities for career development

3.    Work-life balance

4.    Good compensation

5.    Effective recognition programs

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Analytics key to unlocking the agile journey

https://hrtransformation.alight.com/index.php/insight/analytics-key-to-unlocking-the-agile-journey/

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The adoption of automation

https://hrtransformation.alight.com/index.php/insight/the-adoption-of-automation/

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HR service delivery gaining momentum in APAC

https://hrtransformation.alight.com/index.php/insight/hr-service-delivery-gaining-momentum-in-apac/

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Putting the H back in HR

https://hrtransformation.alight.com/index.php/insight/putting-the-h-back-in-hr/

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HR services and technology are critical for “future readiness”

https://hrtransformation.alight.com/index.php/insight/hr-services-and-technology-are-critical-for-future-readiness/

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The Story of HR Transformation. Where are We Today?

So, this is how it all begins.

Once upon a time, not very long ago, people in the Department of Human Resources (HR) were only burdened with the responsibility of hiring or firing employees. Their talent for being involved in high-level business decisions was never taken into account. All they had up their sleeves were the monotonous tasks of dealing with bonuses, employee complaints, and even strikes.

Sounds more like a Cinderella story, doesn’t it?

But, like everywhere, the change was inevitable here as well. Fast forward to the present day the HR Department does not suffer the same fate. Thanks to the influential ideas from the 1997 bestseller, “Human Resource Champions” authored by David Ulrich, Professor of Business at the Ross School of Business, University of Michigan, HR Departments are now seen as valuable assets too.  Let’s see what Ulrich has to say about this.

The Ulrich Model

According to Ulrich, it was suggested that companies should make a major shift to reform their HR departments via a three-part model, also known as the Ulrich Model. These three parts are -

-        The Shared Service Centers (SSCs), who are supposed to carry out traditional HR functions.

-        Centres of Expertise (COE), whose main objective is to attract the right talent for an organization, while also crafting suitable remuneration packages; and

-        HR staff who were more involved with a company’s high-end strategic decisions.

Ask an HR staff how a business works and they would be baffled. However, with organizations following the Ulrich Model, organizations could encourage its HR staff to think more freely and calculatedly, while also grasping and mastering the concept of value. The good news is that many companies are adopting this model in the present time and seeing results.

The Present HR Transformation Scenario

In the present time, HR transformation is no more focused on just making HR services more efficient and effective. Instead, it’s more about enabling business strategies via the adoption of automated and data-driven processes.

Businesses are now eyeing this department as a route for growth, entering new geographic regions, integration, and acquisitions. According to a study by Deloitte, organizations are now moving toward a “top-down” approach where their first step is to identify the measures that can support full-size business goals. Therefore, the next step for businesses is to then HR methods that can deliver these newly defined metrics and measures.

According to a paper published by Mercer and research finding by Oliver Wyman, businesses will see a number of trends by the year 2025 that will affect the HR Department directly. HR transformation has not been an easy road to tread. While there are companies that are in the process of implementing it, there are others who still doubt it.

Nevertheless, whether companies like it or not, HR transformation trends are growing at an alarming frequency and are here to stay. HR transformation is the future of business growth and organizations have to start working towards it for success.

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The Impact Of Artificial Intelligence On The Future Of The Digital Agency

In this digital era, the industries have come a long way in terms of innovative technology. With its excellent capability to analyse data and study from it, AI is transforming industries. Today, AI impacts various aspects of human life in the form of chatbots, smart devices, and self-driving cars. All these technologies are designed to analyse customer needs and provide better customer service.

Every industry is trying to understand how Artificial Intelligence could affect their business. Some industries hesitate and are uncomfortable for the transition, thinking about the consequences of incorporating machines in their business to make decisions. However, some industries are very optimistic about this new technology and are willing to bring a transition in their business process. Though AI have a huge demand in medical, banking, and marketing industries, digital agency is more comfortable with this potential shift. Making business decisions based on data is not a new strategy, it’s been a vital part of any successful business strategy so far. Let’s now look at how the AI can impact digital agencies and utilise their data literacy to take full advantage of the technology.

What is AI

AI (Artificial Intelligence) alludes to the intelligence exhibited by machines. AI engages machines to consider, react to, and perform undertakings like a human being. It likewise enables machines to learn matter of fact and conform to new input. There are several reasons why AI in HR is becoming popular every day, its ability to adapt to new input through progressive learning algorithms and it can add to the capabilities of various devices with its smart, useful algorithms.

How can AI help?

1.      Can transform the way organisations engage with their customers.

2.      Can aid in bringing relevant traffic and increase sales

3.      Acquire new potential customers and retain the existing customers.

4.      Personalise customer experience to a greater extent

5.      Make decision making simple & Easier with its predictive Marketing

6.      Make use of image recognition to obtain maximum ROI

AI in Digital marketing

The concept of Artificial Intelligence is not new to the digital agency. Digital marketing companies are already using it.

Some examples:

1.      Google’s DoubleClick Bid Manager:

The automatic purchasing platform includes an assortment of AI features, including computerised targeting with real-time bidding models, a rearranged purchasing process, automated spending pacing, and real-time detailing and advancement toward the key performance pointer.

2.      Google AdWords:

When utilising the "enhance" setting, the machine learning prioritises search advertisements that are factually bound to perform all the more effectively dependent on the search term, keywords, location and device among different factors.

3.      AI chatbot programs:

You can add valuable chatbots to your sites, applications, email and text messages. You can utilise the chatbot program to connect with the consumers or react to their questions. Starbucks is making proficient utilisation of AI computerised showcasing methodology to enhance human workers. When you need your most loved espresso with minimum human communication, the Starbucks Barista bot for Facebook Messenger has you secured. It orders you espresso, simply the manner in which you like it.

Take away

Artificial Intelligence ought to acquire advertisers and clients closer in the future era. Clients have a good understanding of the product and marketers and organisations have a better understanding of the customers. So let us sit back and watch how advertisers are manoeuvring this innovation to multiply their sales and get close to customers.

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Prospects of HR Transformation in the upcoming years

With every New Year comes the new revolution.

The globe is moving rapidly and companies are working sternly to stay appropriate in a fast-paced and over-competitive business atmosphere. Human Resources (HR) mavens have a crucial role to play in that makeover process. HR will be the groundbreaking force in making the workplace of the future. To achieve this, it is indispensable to utilize new technologies and other novelties.On the other hand, the great outlooks of the HR transformation are highly anticipated. The drifts in human resources domainwill witness an old and yet new inevitable changes in the next five years. Fast-moving businesses and swiftly emerging markets, pooled with the lack of pertinent talent, are leading to a new facet of competition. Cohort traits, growing social norms, and communication types are also key factors that disturb some of the drifts we see in human resources and general management.

What is the first step towards the transformation?

The preliminary step is to get ready for an HR transformation is to understand if this makeover will help the companies attain its goals. HR transformation is a squad game, not an individual attempt. This needs the collaboration of the line managers who eventually own the agenda, senior HR staff who direct the efforts, HR mavens across the organization who acquire new skills, employees who take individual responsibility for change, and external consultants, to assist the others with changes.

HR Transformation Initiatives:

As administrative structures progress and the personnel become subjugated by digital natives, new methodologies are required in almost every HR area. HR departments will have to innovate, research, and be fully digitalized in HR service delivery.  The expertise that internal HR professionals need is generally related to compliance. HR also needs technical expertise in specific disciplines such as compensation, benefits or training. These skills have not changed significantly over the years. The inherent problem is that with these skills, it is possible to be successful in HR. however, do not yet have a true understanding of the business or the ability to contribute strategically. Simultaneously, the collective step of process automation has wedged data security and confidentiality for employees.Some of the digital transformation initiatives to be embraced for a complete HR Transformation are:

·        Moving towards data analytics

·        Moving to Cloud

·        Optimization of HR Services

·        Adapting to a new Mindset

The consequences of HR transformation have been intense and in some cases painful. On average, it has been assessed that around 25-30% of staff have lost their jobs. The Human Resources Department needs to speed up and prepare for the upheavals that result, intentionally or unintentionally, from this transition.The upcoming years will be a time of intense changes in the fast-changing digital place of work.

Nevertheless, it is not just about the use of the newest technologies or tools. It's about the HR function with a pragmatic attitude to provide an exclusive and distinguished personnel management strategy that is diligently associated with corporate goals and in this course, the renovation of HR Integrity is taken care of.

HR transformation is nota one-time episode — it’s anexpedition

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Adapting Automation in HR Management: Up Close and Personal with the Future of Human Resources

Needless to say, Human Resources or rather HR has been an integral part of every organization courtesy its effectiveness in regards to hiring and training employees. In addition to that, the HR department, in most cases also ensures that the concerned company complies with the existing labor laws and other associated metrics. Although, a majority of these HR-specific processes are manually initiated, it’s 2019 and we are slowly but steady witnessing a continual shift towards automated HR Management. The best thing about this revolutionary change is that automation is readily invading the organizational spaces with HR being the section that’s affected the most albeit in a positive manner. In the subsequent sections, we shall throw some more light on the overall concept of HR Automation, the perennial requirement of the same, and the existing benefits.

However, before delving deeper into this discussion, it is important for the companies to realize the Automated HR Management is the call of the day and failing to live up to this metamorphosis will certainly put them behind.

The Concept of HR Automation

The HR department is at the forefront when it comes to making strategic organizational decisions. However, without automation at the helm, Human Resources Management needs to invest additional bandwidth for manual tasks, simple activities, paper shuffling, and more. HR Automation, if and when applied, can simplify things for the employees by handling all of their manual and repetitive tasks; thereby helping the HR team concentrate more on the strategic activities like processing and planning. Therefore, adapting automation in HR Management allows the concerned company to increase strategic efficiency by concentrating better on talent forecasting, top-tier directives, pipeline succession, and a host of other important aspects.

Adapting Automation in HR Management: Benefits

Adapting or rather getting acquainted with HR Automation comes with a predefined set of benefits, including:

1. Improved employee productivity courtesy rapid data processing and sharing

2. Better decisions being taken as manual tasks are already accounted for

3. Enhanced growth as the optimal operational prices are guaranteed

4. Better compliance and reduced number of policy violations

5. Seamless collaboration with stakeholders as processes including employee training, hiring, and retention are taken care of

6. Minimal entry errors and faulty paperwork

7. Slashed down storage requirements and minimal printing costs

8. Increased employee engagement which further leads to minimized employee turnover

Why Involving Automation in HR Management is Essential?

Companies which fail to automate HR Management are prone to losing efficiency, in regards to employee and financial productivity. HR Automation is essential as it helps a company save resources otherwise allocated for unproductive and monotonous jobs. With automation at the helm, it becomes easier to minimize errors pertaining to leave count, payroll calculations, timesheets, and more.

The best thing about having HR Automation is place is that the concerned HR Team becomes better equipped when it comes to giving attention to the new employees. The automated framework keeps checking on the requirements, performances, and grievances of the concerned employees while devising solutions for keeping the issues to a minimum. Even some of the more demanding aspects of organizational well-being, including employee on-boarding, leave requests, and performance management is taken care of with strategic HR Automation into the play.

What’s important to note is that every automation strategy doesn’t fit within the HR landscape and one must look to embrace one that makes way for Omni-channel access, better risk mitigation, contingencies, rapid integration, actionable insights, dynamic workflows, and automated alerts. This is when HR Management Automation turns into a more holistic reality.

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Alight offers comprehensive human resource management and HR consulting solutions to businesses and corporates around the world to let them have effective support in almost every aspect of HR.

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AI in HR can help reshape the way of how organizations to manage their human resources. Alight can help businesses create effective and comprehensive HR plans and incorporating artificial intelligence to help boost the overall performance.

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Alight's agile HR consulting services and solutions help organizations compete in a highly competitive environment and face industrial challenges effectively.