hrsolutionhongkong-blog

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Future proof HR: Unleashing technology for HR transformation success

HR is complex. One, because it is about people. Two, because the people are different today than they were before – read the technology native millennial. And three, because we cannot predict the nature of change in the technology environment that is rapidly changing the behavior and needs of the said group.

https://hrtransformation.alight.com/index.php/blog/future-proof-hr-unleashing-technology-for-transformation-success/

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Organizations in APAC are struggling to get value out of the HR platforms they have invested in. Only 45% of our respondents say they are either highly or somewhat satisfied with their HR technology.

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

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Top Trends and Challenges for HR in 2019

HR is a core department in any organization because talent acquisition and new initiatives begins from here. There is a need for HR Services Hong Kong  to see how much or how little change they can bring so that the employees build more trust in the organization and focus on their business and personal development goals.

Bring the change:

Change can be brought only when organization starts learning from the new individuals who on board the organization. It is an age-old practice that we want new employees to know what we want from them, instead ask them what they want us to learn from them. Learning should be a two-way process to make them more efficient and focused on the job 

Trust in the workplace

This is the topmost challenge for any organization because the overall performance of an organization or an individual depends on what extent an employee trusts the employer/boss/team."Trust in the work" place should be placed on top of the list while planning the HR agenda.

Technology-driven

Coming days, we may not be able to see the traditional recruitment procedures, Artificial Intelligence will soon become a partner in hiring process. Technology-driven recruitment will catch up soon, so creating "technology awareness" can be one of the HR trends in 2019.

Employee engagement

This is a very familiar term, why is it more important? Companies where the employees are more engaged are more productive than the rivals. So, this can be lot more improved by offering the employee professional development and rewards.

Team diversity

More the diversity more the team performance, different approaches come up when the team is more diversified. So ensure that geographic, socio-economic and cultural diversity are integrated in the teams.

Front-line managers

This is a new perspective where the managers in the organization are empowered to lead the teams to success. Managers need to be trained properly to have a rightful conversation with the team members. This is more productive because each individual can be reviewed. By doing so the manager will understand the gaps and areas of improvement within the team and in turn this helps him to drive the team to success.

Provide Development services

This is not commonly seen but we expect to see this soon. The service provider will thoroughly analyze the employee based on his previous year's performance (data-driven), here the interests of both parties (employee and service provider) are in the same line, and this helps the employee to become better in performance

Employee experience:

Give the employee the best experience where his needs, requirements, and strengths are fulfilled. This way the employee becomes more focused and also self-driven. Incorporate the employee experience in the HR trends in 2019 and see the magic.

Labs for innovation

New HR initiatives and Technologies can be designed from this lab and implemented on small teams on a pilot basis to measure the success. This is a perfect trend to set new HR initiatives with proper guidelines. After all, labs are not only for science and technology. 

Perks and benefits

This is the only communication to an employee that the employer is giving him the needed support. Hope to see some new benefits that address the expectations of the employees in the HR trends in 2019.

[hrsolutionhongkong-blog]

Top Trends and Challenges for HR in 2019

HR is a core department in any organization because talent acquisition and new initiatives begins from here. There is a need for HR to see how much or how little change they can bring so that the employees build more trust in the organization and focus on their business and personal development goals.

Bring the change:

Change can be brought only when organization starts learning from the new individuals who onboard the organization. It is an age-old practice that we want new employees to know what we want from them, instead ask them what they want us to learn from them. Learning should be a two-way process to make them more efficient and focussed on the job.

Trust in the workplace

This is the topmost challenge for any organization because the overall performance of an organization or an individual depends on what extent an employee trusts the employer/boss/team. "Trust in the work" place should be placed on top of the list while planning the HR agenda.

Technology-driven

Coming days, we may not be able to see the traditional recruitment procedures, Artificial Intelligence will soon become a partner in hiring process. Technology-driven recruitment will catch up soon, so creating "technology awareness" can be one of the HR trends in 2019.

Employee engagement

This is a very familiar term, why is it more important? Companies where the employees are more engaged are more productive than the rivals. So, this can be lot more improved by offering the employee professional development and rewards.

Team diversity

More the diversity more the team performance, different approaches come up when the team is more diversified. So ensure that geographic, socio-economic and cultural diversity are integrated in the teams.

Front-line managers

This is a new perspective where the managers in the organization are empowered to lead the teams to success. Managers need to be trained properly to have a rightful conversation with the team members. This is more productive because each individual can be reviewed. By doing so the manager will understand the gaps and areas of improvement within the team and in turn this helps him to drive the team to success.

Provide Development services

This is not commonly seen but we expect to see this soon. The service provider will thoroughly analyze the employee based on his previous year's performance (data-driven), here the interests of both parties (employee and service provider) are in the same line, and this helps the employee to become better in performance

Employee experience:

Give the employee the best experience where his needs, requirements, and strengths are fulfilled. This way the employee becomes more focused and also self-driven. Incorporate the employee experience in the HR trends in 2019 and see the magic.

Labs for innovation

New HR initiatives and Technologies can be designed from this lab and implemented on small teams on a pilot basis to measure the success. This is a perfect trend to set new HR initiatives with proper guidelines. After all, labs are not only for science and technology.

Perks and benefits

This is the only communication to an employee that the employer is giving him the needed support. Hope to see some new benefits that address the expectations of the employees in the HR trends in 2019.

Alight is leading provider of HR Consulting in Hong Kong, we help our clients and their people navigate the complexity of health, wealth and HR

[hrsolutionhongkong-blog]

The Story of HR Transformation. Where are We Today?

The Ulrich ModelThe Present HR Transformation Scenario

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.

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.

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.

[hrsolutionhongkong-blog]

Alight is a leading provider of agile hr solutions Hong Kong , we help our clients and their people navigate the complexity of health, wealth and HR

Also leading provider of human capital solutions, helping clients navigate the complexity of health, wealth and HR through data-driven, consumer-cantered technology.

[hrsolutionhongkong-blog]

Alight is a leading provider of agile hr solutions Hong kong, we help our clients and their people navigate the complexity of health, wealth and HR

Also leading provider of human capital solutions, helping clients navigate the complexity of health, wealth and HR through data-driven, consumer-cantered technology.

[hrsolutionhongkong-blog]

New level of responsiveness with agile HR approach

A developing number of HR experts are investigating the likely outcomes and finding approaches to oversee instability, improve flexibility, and fortify the association by incorporating agile strategies to their talent management processes.

Agile process in HR operations

In an agile process, HR representatives need to give similar administrations that have constantly given in procurement, talent management, and professional development.  However, the services offered should work together with the approaches that are responsive to the continuous changes in the work culture and business process of the association.

4 Values of Agile development

A cloud-based HR solution and agile process is one that is ready to alter direction rapidly and effectively, and HR professionals should be receptive to the consistently changing requirements of such an enterprise. The four values of agile development are transparency, adaptability, simplicity, and unity. Implementing these four values can help enhance HR operations and service delivery.

1.    Adaptability is essential in the ever-changing business needs

2.    Simplicity is critical for designing HR programs and practices that try to handle talents

3.    Unity is essential in terms of HR working together with people and ensuring it isn’t going in another direction

4.    Transparency is essential in gaining the trust of employees and managers

Role of HR in agile development

HR representative is responsible for managing individual talents and their approaches. People and groups in the HR department are engaged in overseeing HR operations. In terms of taking the initiative such as leave management system or offering training, creating growth opportunities, etc., then handling such projects successfully becomes key to their success. To achieve this goal, it is essential for the team members to work along with a cohesive team.

Cloud-based HR solution is one of the business capacities with a critical commitment to make towards the company’s efficiency. Agile standards and principles are vital to supporting the sort of consistent learning, persistent ability procurement, and straightforward procedures that empower organizations to attract, and connect with ideal talent.

 HR Strategies for the responsive agile approach

 HR  as a service provider revolves around overseeing employees and strategies. Here are a few successful strategies that works well in responsiveness with agile HR approach

1.    Preparing pioneers at all dimensions of the organization to go about as partners, not administrators or mentors.

2.    Conveying a solid, focus minded and qualities to keep every individual adjusted.

3.    Building an emphasis on progressive learning and culture at all dimensions.

4.    Urging and instructing individuals to give each other direct feedback

5.    Procuring and advancing specialists, not supervisors.

6.    Executing a solid outside external business brand

7.    Making frameworks with loads of straightforward data such as company objectives, who is working at what venture and who are our specialists.

8.    Attract ideal talents for the right position

9.    Redesigning the association into little, elite groups that set their very own objectives.

10.    Incorporate frameworks as not just record, but as a coordinated effort, data sharing, and project management

11.    Making client connections inside all teams and operations in the organization.