Dynamic Ethic Business Environment for CEO’s and HR Leaders using Sustainable Productivity

Talent Management Software Cloud

CEO’s and Senior Management are looking for ways to become more productive. Too do more with less. This makes sense. Efficiency means that the stress zone is more focused. Efficiency means that you may be under the spot light for 4 hours a days instead of 8-9. This is where burnout occurs. The inability to move back to neutral to give you enough time to recover. There are many ways in which you can plan your day, so that when you are working, you are performing tasks that add high value. Instead of low. Now, this is where some consciousness is needed. Are you working for the sake of being at work. To keep your Job safe. To remain in status quo. If yes, you may be in for some challenge to move you through this. The article is written for managers. People managers. Those who are leading people. To get the best out of them and to pass this mantra. These people who are being led, will either be trained up, or trained onwards, with love and compassion. During a working day there are many, many opportunities to pass knowledge. Training opportunities that are more dynamic and real-time. It may be the case that you people learn better, for mentor lead action plans that run for short period of time. Or e-Learning Software based activities. There is far less attention being paid these days to instructor lead, training days and weeks.

Yes, business is about profit. Software systems are now focused on allowing people to do more with less. This does not mean that profit needs to increase each year. There is an inflection point where profit can be sustained without pushing forward into mindless progress. Business leaders, do have a moral and ethical obligation to apply sustainable business models to their operation. A decision about when enough is enough, is made.

Some people in business are protective of their patch. They do this by creating administration tasks to hide behind chaos. This is the most stressful and unsustainable way of doing business. If a process can be automated so that people have more time to be human, then it needs to be seriously looked at. This does not be shrinking. It means using the additional time and resource to add different types of value. To innovate.

Applying this business model to HR Professionals is important, for no other position in the business is about Humans, more than HR. Historically HR teams have not been provided with the resources they need. It is not clear as to whether this will change or not. So, it is imperative for HR Professionals to do more with less, so that they can champion the people in their business. Simple processes like, Automatic Talent Engagement, Vacancy Promotion through Multi-Channel, Interview Automation, Contract and Document sign-off automation, Auto Information capture for New Employees, HR Survey Automation, Performance Management Automation. All areas in which, if the right HRIS Software and Talent Management Software is selected, huge savings can be realised.

Normally what happens is, the person that selects a e-Recruitment Software or HR Software system, does not stay long enough to realise the final product. In some cases, because they leave during the implementation period because they find out that the system they have selected is not what is was supposed to be. Lack of Scale capacity. This is the one that usually causes most issues. During the sales process, the HR team are promised all the bells and whistles and are told that the system can do this easily. Only to find that they need to go back to the CEO for more money because they have not been told been provided with the real picture. This is where projects fail. The other reason that the person who selected the HR Software leaves is that it takes so long to implement. If the system takes 12 months to put in, and the person who selected it has been with the business already for 12 – 18 Month, the chances are that they will not be there at the end, considering the average HR Position is occupied for say 2 years.

So, the systems that will provide the most value, unbeatable value, are the ones in which can automate the change management process. The ability to set-up and quickly realise the RIO are the HR Software Systems that will evolve with the dynamic nature of business.

If you take a scenario where a business’s strategic plan changes, perhaps at the start of the year. The executive team sits down at the end of the year and formulates the new strategy or plan. Based on this new plan, there may be skills, behaviours, Values that need to be communicated around the business. New Job Descriptions made public. New Reviews set-up for performance, which incorporate these new attributes. How do you communicate this to the business. Historically this process would take weeks, if not months to complete. Now with HR Technology, this process can be rolled-out within days. Following on from the gathering of the details from the meetings themselves. This example highlights to way in which HR Software for example, can add significant value to a business in terms of increased efficiency. Does this mean that the business can downsize? Perhaps, though the message is about creating time for higher value focus. Employee Engagement, Interaction, well being. There are always going to be people that don’t fit with the business culture. Though if you can’t build and communicate this culture, because there is not enough hours in the day, then leaders will be forever putting out fire and reacting to things.

The way in which this Talent Management approach is so valuable is that it allows the business to formulate a strategy in which values and culture are communicated right from the start of the recruitment process. Talent attraction is based on more than Pay. Of course this is important. Though the single most important piece of the retention piece is linking people’s individual values to the core inspiration of the business. You need to define the recruitment process in a way that matches individual values to the core culture. Once this is done, the rest will start to take shape. HR then become People Engagement and Marketing experts. The Revenue per Employee margin will increase. Core business focus will improve. More money can be spent on engagement and business scale and be realised. If there is not the right access to data, then pivots at the right time can’t be performed. There is very limited agility.

Succession Planning is a key part of the overall picture. This more often than not has been done using resource intensive competency matrixes. Which take teams of people to put together, let alone implement with managers. Dynamic talent cube data which can be mined and set-up in a way that can collect information automatically to assist with promotion, de-motion and project team management are key to reducing the overhead of skills and competencies on the business, managers and HR. Big data sources which feed logic into the Talent Pools come from Survey, Review, Employee Path and Behaviour Analysis. There Talent Pools are the underlying structure of the Culture Management process.

KPI’s for managers can be about, demonstrate to me, how efficient you are being. Demonstrate your ability to delegate. Provide employees with the right type of business model that encourages the Organise, Supervise, Deputise model. Meaning, the development opportunity is seen by the manager or employee. There is a real-time action plan set-up, based on the next step, which is supervise. This part of the process is a WIP. Which goes for shorter period of time and can be linked to other OSD activities to form Action Plans. So, to become better at delegation, I will watch my manager, or sit with my manager to learn on the job, how to delegate. It could also be reading material that is presented or an on-line training activity that is provided. After the Supervise process, the Deputise stage occurs. Now that the learning has been finished. Is the person able to be attributed with the Skill. Is the Skill Mandatory or is it new? Something that has been identified on the Job. This is a dynamic business model. From here, once the Skill has been acquired by the employee, they can receive real-time feedback on the Job, through a real-time feedback and recognition system. Meaning that, instead of waiting 12 months in the next review, to remember when someone demonstrated a Skill, behaviour or Demonstrated Values of the business, they can be highlighted in a horizontal manner across the business. Promoting an Culture that people have been hired to perform by. If there is a miss match and people don’t have these values, they are trained up to move on. Don't forget that getting out into Nature can help you with clarity. Go for a walk. Rest on the grass. Listen to nothing. Come back and watch decision be made without the fuzz.

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