Human resources (coined in 1960) are the value of workforce to connect with notions like motivation, organizational behavior and assessment for organization development. Human resource is a larger umbrella under which subjects like compensation management, talent acquisition and management, employee counseling, learning and development etc. are considered. Since the past decade, the brutal recession and technological advancements are subject which are discussed upon heavily. Human resource in any organization is the most affected area due to the above.

Speaking of trends in HR Transformation
As the millennial segment has started working in organizations, organizations have become tech savvy and information oriented. The trend from succession planning has moved to talent acquisition. And now no wonder it is a very competitive process. Some of the trends are as mentioned below Speaking of trends in HR Transformation

  1. The social organization
    Even if after 10+ years for Facebook and twitter, organizations are reluctant to communicate on social media platforms. It is till now considered as a tool of distraction and loss in productivity. But due to increase in mobile usage, the access to these websites is very easy and thus, organizations are moving to more communicating approach than controlling one. According to survey from BambooHR, there is a rise of 30 per cent social media interactions from companies to employees.
  2. Choosing benefits
    Health, retirement and education are one of the common benefits offered by the organizations to employees across the globe. But, as the organizations have taken an experience approach, employees are looking for more individual benefits rather than group ones. Companies are moving towards an approach where they offer a certain sum of money to individuals which they can decide if they want to move towards Loans, Care, or anything that comes under the company policy.
  3. The feedback monster
    One of the greatest fears in the mind of employers is feedback. If it is given personally then it tends to hurt egos and if it is given on social media sites like glassdoor or indeed, it turns out to be reputation damage. Most of the companies end up focusing on salary metrics rather than on performance metrics due to lack of proper systems and agile feedback mechanisms. Today, companies are taking more of an informal approach to communicate with the employees. Instead of focusing on numbers, the SHRM team is focusing more on impact metrics. The performance review is also handled by a different methodology which would cause less stress on employees.
  4. Technology shaking up HR practices
    Digital technologies are changing the organizations. From working remote to automated candidate pooling are the most important aspects which have started to change the dynamics in a workplace. Due to access to global network, work arrangements and schedules are becoming flexible. The digital technologies are trying to communicate between these silo points and bringing in uniformity in organization work policies and not much of a surprise the touch of human element.
  5. Individual Career development
    Last year, when we met a certain team and had an amazing discussion, we reached to a conclusion that when it comes to developing an organization, a full stack of skills are needed and that is similar to an employee. Today jack of all trades is one the most important factors when it comes to hiring. The growing Millennial workforce is more focused on racking up new experiences than on banking time at one organization and HR managers are trying to adapt. So, Instead of buying loyalty, companies are incentivizing new social contracts and business paradigms. If the HR teams in organizations become more agile and communicative, they can create flexibility and save a load of money for the companies.
  6. Analytics is the key to a win-win
    HR managers in medium scale organizations are using metrics to understand their employees, measure costs and foresee the impact on workforce of trainings. But, still the level of data analyst in the HR workforce is lacking which has led to 92% negative impact on the employee requirement to solution alone. What’s next in the coming year then? Even if analytics has had a sluggish start, use of data will lead to biggest game-changer in hiring, compensation and acquisition. For example, analytics will bring about connect in character mapping a skill mapping to the requirement of an organization.

Thus, HR would be moving from ‘the police’ to mentors and leaders in the coming trends.

So what’s next for the companies and how can we change the paradigm from traditional HR to Agile HR. Let’s divide this in 3 points

  • Going from reactive to proactive
  • Efficient team structures to communicate
  • Improving retention and employee satisfactions

Among the two years of experience, DxSherpa team realizes that it is in wide acceptance that HR department is one of the most difficult team to innovate in terms of technology. With the help of ServiceNow platforms, DxSherpa has devised a connect between HR team and organization through which they can improve the employee experience with changing expectations.

The Plan for future workplaces

Agile framework was created in 2001 which relies on small cross, functional teams which can work in sprints to define the HR practices required for the organization to functional well. Thus the barriers for going Agile are as below:

  1. Mindset
  2. Technology
  3. Operations
  4. Employee Experience

To breach these barriers, we need the ‘full Stack HR’ (term: ServiceNow), those HR which can manage projects collaboratively in agile teams.

Going from Silo HR Connect to Integrated HR-Employee experience

When we as a partner talk about HR connect or Employee experience, it all is focused on availability of the right information at the right time and place for relevant individuals. This process completely helps in guiding the HR team and the employee to the right answer they were seeking. The process from Silos to Integrated is divided into 4 steps as followsGoing from Silo HR Connect to Integrated HR-Employee experience

  1. The general HR Ad-hoc connect
    The HR in these organizations connect with their employees on personal basis and have an understanding of the employees which brings about an personal connect among them. But, as the organization grows this becomes unviable or unapproachable in terms of size and functionalities.
  2. Centralized Employee Services
    Companies have a specialized HR department for communicating with the employees, which bring about integration in IT, finance and marketing department.
  3. Self-service portals
    The employee apps brings about connect among individuals and company. This showcases the idea a company communicating with employees on social but secured platform. This brings about the part of constructive criticism and feedback in organizations regarding policies.
  4. Intelligent Predictive Systems
    At this segment, the organization has built intelligent predictive systems which function in real-time and collect data for better analytics.

So the question arises can a single platform be able to create an ecosystem so sustainable and improved for future usage. DxSherpa with ServiceNow can build a platform and implement a solution which would take the HR agile for each organization. Our solution on the platform focuses on quality of service that is delivered to employees. Thus, connecting with Knowledge management system and others like, ERP, L&D and Talent acquisition.

  • Benefits of working with DxSherpa for HR platforms
  • Simplified consumer based experience
  • Organized HR Connect with Data Analytics and role definition
  • Employee support for career path
  • CHRO and CEO connect for employee understanding
  • Design, manage and measure all employee interactions on one platform
  • Automate and unify workflows
  • Deliver next generation employee experience

We focus on creating an HR system which is connected with design thinking principles for better organization connect.