that’s the whole blog 🙂
that’s the whole blog 🙂
Original article published by Inside HR Magazine (Feb 2016)
Given a digital workplace is undeniably the future we are rapidly heading towards, the skills any future employee will need to be effective and remain market-competitive is an important consideration for HR and talent managers. HR functions have had first-hand experience of resistance from executives to hand over strategic accountability, mainly because their business skills and acumen have been lacking.
The HR function is not immune to the disruption of modern technology; in fact, the advent of Cloud and SaaS technologies in the HR space is ahead of many other business functions. It’s an advantage that HR leaders should capitalise on to secure the relevance of the function in a digitally minded work environment.
Being digitally literate for HR is a prerequisite for the next wave of business transformation. So what are the competencies, knowledge areas and behaviours required to ensure HR professionals can deliver optimised future service? I have identified five focus areas, each of which houses a number of different subsets.
1. Computer and platform literacy
This competency area is often mistaken as the equivalent of digital literacy. Rather, this skill set is a predecessor of digital and includes understanding how desktop PCs, laptops, smartphones and tablets work. This includes how these systems are best consumed and how they connect, and managing software applications. For many, these are skills associated with IT specialists. These skills are no longer an IT domain but have become general business skills which form a fundamental base to foster digital innovation and creativity.
2. Data design and ethics
These two components may seem like distant cousins, but how and what data we collect and derive is both a powerful business opportunity as well as one that borders on intrusion, invasion of privacy and manipulation. This skill set involves an understanding of other disciplines such as marketing and finance, as well as how things such as graphics, video, Internet of Things (IoT) feeds and other non-transactional data are integrated and designed to produce evidence-based outcomes.
Analytic skills are closely aligned with data design and ethics. It’s far more than producing quality outputs, which is increasingly becoming a science in itself, and has a strong emphasis on ensuring the right information is being analysed and interpreted to inform business- and people-related decisions. Just as HR faced rebuke by becoming pseudo psychologists with off-the-shelf psychometric assessments, this skill set is embedded in formal data-science education.
4. Social intelligence
Social tools are ubiquitous and increasingly straddle our private and work lives. Understanding how search, content and social media work together requires technical understanding such as SEO as well as strategic alignment and tactical execution skills. Creating, observing and responding activities are reliant on a creative mindset, communication, writing and PR skills.
5. Innovative mindset
SaaS solutions as well as hardware are continuously being updated and improved, to the extent that new features are being “dropped” by the vendors every few months. Ignoring new features and capabilities for extended time periods is not a good strategy; rather, HR should embrace an agile and continuous improvement approach to its operating model. Skills relevant to support innovation include novel, critical & adaptive thinking, problem solving and design concepts.
Most seasoned HR professionals won’t fall into the “digital native” category, meaning that many of these concepts will be foreign and confronting. However, upskilling and introducing new competencies into the HR function will ensure digital transformation initiatives are executed with insight and purpose.
The scope of digital HR literacy
I’ve never been a fan of telling other people what to do, think or say. I find it arrogant and demeaning at both a personal and professional level, and aside from situations warranting it (e.g. your immediate safety), you quickly lose respect and credibility. In many ways HR reporting has committed this same offence. For some reason HR leaders continue to produce standard HR reports and dish these out at regular intervals to management and executives for examination and supposed insight into their business operations. I don’t know about you, but I haven’t met too many leaders or managers who are excitedly waiting for the next HR report to land on their desk or email in-box.
Standard HR reporting has reached retirement age, and should be put out to pasture. It’s a reactive way of looking at your business and people management, and has its roots in a time when HR had to spend hours and days collecting, fixing and consolidating information into spreadsheets before distributing a report that added little value. Managers don’t need a report to tell them they have 3 vacancies unfilled, or that it took 47 days to fill a position or that 7 appraisals are still outstanding. They know all of that before they get the report. Sadly I still see many HR functions fixated on producing their “monthly report”.
Most modern HR systems have dashboard, trend analysis and mini analytics that replace the need for Standard HR reporting. This is much more effective and removes the constraints (and arrogant assumptions) of standard reporting by offering line managers a choice of information to support their decision making, and more importantly, they get it immediately. At a minimum you should be providing this approach to managers.
This approach doesn’t however go far enough. If line managers don’t know what questions to ask or what data or information is relevant, they won’t get the best outcome. This shouldn’t be seen as a loophole for HR to get back into a telling mode, but rather an opportunity to define how information finds the line manager based on their people related and enterprise social on-line activity.
Its good to see some of the leading HR vendors moving into this space together with strong predictive analytic tool-sets. The algorithms behind these tools are complex, but also configurable to suit your environment and solutions. It does however require a significant rethink about decision making in general, not just related to HR information, but including the interplay between other internal and external data sources.
Check out my previous blog “Is WFM the new HR?“
There is significant value to be derived from HR evolving people practices into a modern digital environment, writes Rob Scott
Compared to traditional on-premise or ERP HR technologies, true SaaS technology has fundamentally shifted the business discussion from one focused on getting HR technology to work effectively to an emphasis on how HR can generate business value through people. While not dismissing the value that many companies continue to derive from traditional on-premise HR solutions, there is no denying the comparatively long and often complex journey traditional HR systems demand in order to achieve the desired outcomes.
Time saving and agility: important ingredients
Executives are realising the long-term impact and financial advantage of effectively managing their people value chain. Together with emerging workplace trends such as remote working, ad hoc team creation, social collaboration, project orientation and hyper-specialisation, the luxury of having time to build solutions to support these new work environments is quickly diminishing.
The workforce itself is changing. It’s a more flexible workforce that is fast becoming a collection of diverse, specialised individuals who have different contractual relationships with a company. And there is an expectation that the tools they use to be productive are simple, yet effective – integrated in a way that supports collaboration and is accessible from anywhere on any device. In a recent survey conducted by Microsoft, 31 per cent of employees said they would be willing to spend their own money on an app if it made them more effective at work.
The last thing an organisation wants is to be held back by software that absorbs a great deal of time and takes even more effort to adapt to the changing demands of the workplace and workforce. The need for agility and swiftness are two critical elements for future business competitiveness, and for these reasons, SaaS HR software is being recognised as a supportive catalyst.
We are moving to a digital work environment rapidly, and mechanisms such as social tools, mobility and gamification are providing the platform for enabling HR to step up to a strategic analytic and evidence-based advisory role. While many ERP tools are bolting on some of this digital capability, the underlying technology and design of these products have not been built with a digital framework. True SaaS HR products have been completely rebuilt from the database objects to the user interface and fundamentally support and integrate with digital design thinking.
HR needs a new set of skills
HR professionals, particularly those from a social sciences background, have generally been reluctant to build personal skills and knowledge in technology. In many respects, this has limited their ability to be effective in driving traditional HR technology projects. New SaaS tools have largely solved this problem because of the simplicity in how these tools are set up and maintained. SaaS tools have fewer configuration and modification options than ERP solutions, which in my mind is a good thing for HR. Too often, ERP tools are redesigned at great cost but with little business benefit.
I believe there are other complementary areas where HR functions can build competency and expertise. First, social intelligence – understanding how social thinking is introduced into business and HR strategies and enabled through digital technology. Second, analytic intelligence – making sense of lots of new people-related data that will be created as the digital work environment evolves. This includes data from wearable technology and from everyday objects that are connecting to the internet (internet of things). Analytic intelligence will have a strong predictive focus rather than a reactive statistical slant.
The next three years open up a window of opportunity for HR to evolve people practices into a modern digital environment. There is significant value to be derived, and HR must now become self-sufficient in making this a reality.
Key SaaS trends for HR
Rob Scott is global lead: HR strategy & innovation for Presence of IT, a leading consultancy in HR, talent, payroll and workforce management solutions.