JUNE 2020HR TECH OUTLOOK9to evolving knowledge-based environments to meet demand. Our philosophy needs to shift to "See an improvement, improve it." It is not about whether it is right or wrong, it is about whether the content is available and used. The questions designers now need to answer is "How can I give employees and managers the tools to create their own content libraries and share them with their colleagues within the business? What kind of process and workflow needs to be in place to allow for user led learning and playlists?" Putting control in the employee's hands allows HR and systems to focus on security and governance and value. Is this content aligned with business strategy; is it created and controlled by experts in the business; how can HR enable content to support value driven data decisions instead of falling into the trap of data owners and process driven decisions. As I shared in point 1, remote working is coming so designing your cloud to provide a framework that caters to your future reality and enables effective and value driven decision making is key.3. Configuration allows for a better employee experienceNo longer is it the systems team to design create and setup. The content is owned by HR specialisms and, more importantly, the people within the organisation. An off the shelf product with functionality design that is absent, your people and culture will not deliver the value your need or want. How many organisations are off the shelf? Leaders spend years cultivating the right kind of product offerings for customers, they invest heavily in marketing and branding those products. Why would a product for your employees be any different? The people that configure your systems need to be using human-centered product design, enabling customer-centric workflows and streamlined customised experiences. We are way past the era of set and forget. Cloud-based technologies are evolving at the same or faster pace than the organisation to meet and exceed the needs of the business. Choosing the right modules for your company and determining your implementation schedule should be done with the customer in mind. Which module will deliver the greatest improvement in value, access to information, ability to make decisions? How can my launch schedule build improved levels of functionality and service into the day-to-day experience of my employees? If you use employee journeys as your guiding tool, you will see increased levels of adoption and usage as you launch. Your system should feel like an enabling of your company culture. If your culture and ethos is about "fail fast, learn fast", your system should reflect that. If you have an aspiration to be open and collaborative, not siloed, then your workflows should be designed to create that. Your systems should feel like your fingerprint, unique to you and designed to reinforce the culture you are striving to become.People are the greatest asset, and if we follow similar principles of products, we can strive to achieve development and investment in people, resulting in business success. Employee centric design principles force leaders to put employees in the centre. This is employees first, not HR for HR. Our employees are asking us to create flow, not friction. They are asking HR learners to challenge the status quo; for simplicity; to design for the future--not follow the past. You have an opportunity to improve the experience of your employees right now. Help them use the right data for the right purposes; design data and processes to be managed in the most appropriate system; improve efficiency and automate where possible; and above all, do not create data replication--have a single source of truth. Challenge yourself so that you challenge your employees. If you follow these three simple ideas, you have the roadmap for all future decisions related to change. Andrew Scales
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