HR PROCESS REDESIGN
PeopleWiz provides HR process consulting covering all functional areas within HR which form a part of employee life cycle in an organization. We can create HR policies, processes, deploy them and drive implementation across the entire spectrum of employee lifecycle- Hire-Inspire- Admire- Retire. The right blend of planning and execution skills with a formal approach to change management is used during the deployment of HR processes. Key stakeholders are engaged; ample internal communication is carried out, workshops conducted, and other change management techniques utilized during the implementation to ensure that any new orchanged people management process is well accepted by the employees.
Chunky HR process manuals are passes. We create employee playbook with illustrative, easy to read as well as recall process descriptions in a language that captures your company's true essence. The employee handbook is a great tool for employees, new and existing, to learn the company's mission, values and norms.
The handbook lays out expectations about everything from the dress code to employee benefits to conduct policy. As a result, every employee handbook is unique to the company it represents.
Writing a great employee handbook requires a thorough understanding of the company and its culture. PeopleWiz consultants work closely with you to understand the unique employee experience that your company gives to the employees and builds a playbook that captures the essence of your culture. The playbooks are informative, containing everything from a step-by-step guide to surviving your first day, to common policies and procedures that apply to staff for years to come. They are designed to accurately represent the company.
In this increasingly networked environment, your organizational culture has become an integral part of your brand. Simply put, culture is how your employees treat the customer when you are not around. It is what happens when manager leaves the room. It is the shared beliefs, values, assumptions that manifest in behavior. Culture need not be good or bad, but it definitely is strong or weak. An innovative company allows its employees to fail without repercussion to build a culture of risk taking but a medical clinic cannot allow this and can still have a strong culture of patient care. But where does all of this start. How do you begin to cultivate a strong culture that will bind your organization as it grows, diversifies and evolves?
By addressing the 5 building blocks of culture, we can partner in your journey of cultural transformation
Vision: A great culture starts with a vision. These simple turns of phrase guide a company's values and provide it with purpose.
Values: While a vision articulates a company's purpose, values offer a set of guidelines on the behaviors and mindsets needed to achieve that vision.
Practices: Of course, values are of little importance unless they are enshrined in a company's practices.
People: No company can build a coherent culture without people who either share its core values or possess the willingness and ability to embrace those values.
Narrative: Any organization has a unique history - a unique story. And the ability to unearth that history and craft it into a narrative is a core element of culture creation.
Teal organizations are characterized by self-organization and self-management. The hierarchical "predict and control" pyramid is replaced with a decentralized structure consisting of small teams that take responsibility for their own governance and for how they interact with other parts of the organization. Assigned positions and job descriptions are replaced with a multiplicity of roles, often self-selected and fluid. People's actions are guided not by orders from someone up the chain of command but by 'listening' to the organization's purpose. Unlike the highly static nature of traditional organizations, the organizational structure in Teal is characterized by rapid change and adaptation, as adjustments are continuously made to better serve the organization's purpose. Holacracy is a type of teal organization.
As self-management take Centre stage in organizations, we can help you prepare for this paradigm shift in organizational management that is under way.
DIGITAL HR TRANSFORMATION
HR is more than a function. It is a distinctive capability embedded throughout the organization. This requires shattering the boundaries of HR, through spreading traditional skills and content across the organization while focusing more and more on the most strategic areas. Much like every other part of the organization, the digital transformation of HR is essential in an age where technological disruption is the norm.
HR digital transformation is the transformation in the way HR functions, using data to guide all areas of HR: payroll, benefits, performance management, learning and development, rewards and recognition, and hiring.
Digitization is a shift from manual processes to digital processes. For example, digitizing the performance records of employees from 10 years ago.
Digitalization involves becoming a digital-led organization, an organization that leverages digital tools for its daily operations. Digitalization involves creating a culture of using technology to run a business. An ideal example of digitalization is an organization led by artificial intelligence that uses the technology to leverage the insights it offers into key processes.
Digital transformation comprises both digitization and digitalization. It involves automating processes and creating a culture of automation. But it goes a step further and questions which processes are needed at all, eliminating rote tasks that held value when processes were manual but now have no place in a digital organization.
The transformation journey entails identifying problems that need to be solved and using technology in the most efficient way possible to solve those problems. It requires the mindsets across the organization to be changed, and this change begins from the leadership and trickles down to the rest of the company.
Digital transformation is the outcome of digitization and digitalization: it results in an agile organization, ready to adapt to the rapid evolution of technology.
PeopleWiz Consulting can facilitate the HR digital transformation journey by helping you define your goals, develop a strategy, build the right tech stack and ensuring that you realize the planned benefits. PeopleWiz has an ecosystem of HR technology partners that can cater to your every people related need.
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