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Increasing business agility top of mind for HR teams

Increasing business agility top of mind for HR teams

Organisational agility feels like a fairly new concept, but hasn’t it always been the case that businesses need to make sure they are equipped to adapt in response to changes in the market? Perhaps the reason it’s spoken about more now is due to the speed with which things change; disruption is happening in every industry.

All business support functions have a part to be play in improving organisational agility, and HR is no different. Encouragingly, HR is well aware of its role in supporting agility – ‘Increasing business agility’ came second only to ‘Increasing performance and profitability’ in Fosway Group’s HR Realities 2018 survey.

Technology is the obvious starting place to bring about this change in the way HR does business – and the report suggests that an upgrade of systems and processes should be a top priority right now for teams.

When asked if their current people systems are ready for the modern workforce, only one in five HR teams think they are. Which means that around 75% have not got HR systems that are fit for purpose.

David Perring, director of research for Fosway Group, makes the point that many organisations are working with “incredibly fragmented” systems – a theme that Fosway have noted in their research for the last five years.

Fragmentation makes it extremely challenging for HR professional to undertake effective data analysis, with information coming in from multiple sources making it difficult to manage, Perring writes in Personnel Today.

He put the importance of data into context for HR: “It’s about having the data that’s needed so that HR can raise its game in servicing their people – whether they are employees or contingent/contract/gig workers.

“And by ‘servicing’ we mean the ability for HR to create hyper-personalised experiences that revolutionise people’s relationships with their employer, re-energise HR processes and, in so doing, brings true transformation to the ‘people experience’ – not just doing old things in a digital way which seems to be so much of what digital transformation has been about to date.”

Do your current HR systems allow you to create those “hyper-personalised experiences” that Perring speaks about? If not, it’s time we had a chat.

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