This is my selection of best HR Management articles for the week 32/2016. The summer is in the middle, and the activity of all HR bloggers get impacted by their vacations. They have other things in mind than writing articles for the HR community. However, I have chosen several ones that I have read. I found the information contained very useful for me.
This week´s selection is about BYOD policies, HR and IT relationship, aging workforce and talent analytics. They share the modern technology and innovative approaches. We usually forget to open our eyes and look into other departments to gain some inspiration. However, Human Resources cannot afford to stop its development. Feel free to be inspired.
Bring Your Own Device
BYOD policy is always about the trust and data protection. Most organizations realize significant cost savings from allowing employees to bring their own device. Most employees have better computers at home than they are provided by employers. It is usually good for the business, and it has a positive impact on employee engagement. On the other hand, many firms do not find a suitable IT solution that prevents potential data leakage. A BYOD security will be always a priority.
PayScale covers a great story about BYOD policies. It clearly states that the satisfaction of employees increases when they are allowed to use their computers at work. They do not have to think about taking two computers to holidays. They have all information at fingertips. It also risks that employees will be working seven days a week without taking any break. The organization needs to put some basic rules and principles in place – both for staff and managers.
Also, Human Resources has to propose the development of BYOD policy. All employees have to follow certain rules to ensure the data protection and data privacy. It is the same story as the social media policy. You cannot prohibit them, but you can put certain rules and recommendations in place. Most employees will follow them voluntarily.
How HR can learn from IT a lot
Both IT and Human Resources provide services to other business units in the organization. Also, there is a significant difference between those two kinds in the company. IT always like the new technology and helps other to adopt it. HR is usually seen as the administrative department that requires a signature on each piece of paper.
HR should learn from IT how to introduce new innovative processes, self-service to save headcount and new products and services. IT has no fear to begin a significant change; they understand the mess will disappear. They know how to make employees use new features and technologies.
Moreover, IT knows how to limit the interaction with end users to an absolute minimum. IT professionals always introduce self-service solutions to allow employees do most of the tasks on their own. They always choose tasks consuming the most time of dedicated skilled IT employees.
It is a great learning opportunity for the HR organization. We can improve our systems to allow employees do things on their own. We can teach managers how to produce reports from the HR software. Moreover, we can teach HR professionals how to get most of our current HR solution in place.
How to keep the business productive with the aging workforce
We know about the increasing danger of aging workforce (it is one of HR challenges), but we usually ignore it. We just try to hire the fresh blood from the job market. However, we know that young talents will be a scarce resource available on the job market. We still do not put in place policies and practices to keep the aging workforce productive and employed.
On the other hand, innovative organizations put policies in place to keep aging employees productive and happy. They are pioneers, but they build a competitive advantage we can miss in the future. They will have the experience we will start to build from the scratch.
We have still time to start with our experiments. We should learn from pioneers, follow and expand their experiences. Human Resources is the business function to demonstrate opportunities we have to explore. Go for it.
Talent Analytics as the Competitive Advantage
The predictive analytics still find its way to Human Resources. We measure many HR KPIs, but they do not look into the future. We always describe the past of the business. We do not raise any raising issues because the burning platform is hot when we notice the hot topic or issue.
The talent management is one HR functions that can act as “test-and-learn” target area. It is critical for the future of the organization. On the other hand, the leadership team can still recognize individual steps. The HR team can learn using the immediate feedback received from leaders.
The HR analytics and HR big data are the future technologies we have to start use today. Be brave and start right now. It is a great starting point to introduce the predictive talent analytics.