Every new task needs the best combination of minds to be solved to the best of the ability of the organisation. In these competitive times the very best effort is a requirement to stay alive. How can the best combination of minds be found for all tasks? This is just one of the challenges that HR systems are faced with today.
Communication is the key
Traditional silos must dissolved and talent must be freed. In order for employees to connect in an ad-hoc, task based and flexible manner they need to communicate like never before. Being aware of what is going on across the whole business is not only for managers but for all employees. They need to chip in where ever their skills match the task at hand.
The 7 key elements of the future HR system/business execution software
The following features are what I perceive as the most important ones for the future HR systems:
The telephone and email will not die but there is a trend towards using chat for pinging and short messages. The chat will feature an indication of availability and that is a key to the success for the chat tools in the business space. You can get in touch with minimal interruption of the receiver.
Employee controlled news board. Relevant information based on interest of the employees. This new channel will enable employees to communicate within ad-hoc self defined groups and share relevant information regarding a specific task and area of interest.
A goal tree that shows how your personal goals relate to the strategic goals (purpose) of your organisation. Purpose is motivating and alignment is beneficial for productivity. Status is easily recognized and bottlenecks are identified early.
For sharing information. Employees create and maintain the information. It is accessible and changeable. Employees do not wait to share information they just put it in right away and change it later if corrections are needed. No long publishing processes. Easy access to the information needed by anyone any time.
Open todo’s so employees can be effective and also see what their colleagues are working on. Tasks in the todo list can be delegated to secure that tasks are handled by the right employees. Employees will feel responsible to their peers when the daily todo is public and that is a very strong motivator.
Interests rather than competencies. This is the next maturity step from working with competencies. The employees will perform to the max of their ability when they work with stuff that they find interesting. Self rated rather than manager rated. Employees put in their interests to be considered for tasks involving the specific interest and they are responsible grown ups who know their limitations. Tag format rather than structured format. The traditional competency catalogue will be replaced with free text tags and strong search mechanisms. This approach is flexible and in line with a ever changing world.
Web access for all
When and where is less important than in the past. Employees will need access to the the backbone of the company communication no matter where they are. Users can access through any piece of equipment with a browser. Mac, PC, smartphone, tablet or laptop will all work. Customers, suppliers and other externals will have some access as well. The whole network around the organisation will need to take part in the communication to enable the absolute best outcome. There may be tasks that will be completed in a cooperation between employees, customers and suppliers. This calls for open communication systems that span the whole community around the organisation.
The tools are coming
HR can be supplier of the new tools for business execution but action is needed now as the tools are on the way no matter what HR does. Now is the chance to influence, to step into the partner role and take charge. If you don’t you will miss it and this opportunity is here just once.