Author: Anthony Onesto
We are currently at a crossroad in Human Resources. We have new ideas and methodologies disrupting, even destroying, traditional practices and organizational structures. There are still elements in Human Resources and Recruiting that we continue to practice and follow which don’t work in the new worlds of technology and unlimited information. Here are just a few:
Job Descriptions – yes, job descriptions are still being used by a majority of recruiting and hr departments. Typically the job description includes the title, a description of the job, required qualifications, and other details like the location. Can you imagine if we bought products and services this way? To buy a new laptop, you walk down an aisle with pieces of paper describing the laptop and what it can do. It would never work, so why should we not expect better in recruiting.
Performance Reviews – for decades people across organizations would take weeks out of their work year and conduct performance reviews. Many studies conducted said that performance reviews result in lower productivity, yet, until recently, we continued to perform this practice. We continued it in spite of consistent feedback from leaders and team members on its negativity. The good news is this practice is slowly dying, but what will take its place?
Organization Hierarchy – traditional hierarchy of command and control does not work in dispersed and culturally diverse teams. The idea of a team based approach with smaller levels of hierarchy allows organizations to expand and growth exponentially without the challenges of traditional organizational structures. Zappos is leading the charge here with Holocracy, but whatever you subscribed to, the old world hierarchy is ripe for disruption.
HR Technology – the big players in this space continue to refrain from driving innovation and disruption – it’s the Kodak effect. Some avoid game-changing ideas for the fear of risk of failure and the cannibalization of existing revenues. Instead, we see systems that lag in user experience, aren’t ubiquitous and have remnants of an older software business model. While there are many new players in this space who are disrupting some of the traditional software companies, this space is still VERY confusing for most HR and Recruiting leaders. Which technologies are exciting? Which technologies scale with my organization? What technologies are disrupting and not just iterating on existing platform ideas.
There are many more challenges around benefits, payroll, learning & development and other areas of Human Resources. So how do human resource leaders and their teams stay relevant with new innovations, but also build a space where people and the organizations can experiment with new programs and technologies? Here are some suggestions:
I am building an innovation process for human resource and recruiting teams that will guide them through an innovation & design thinking sprint. The concept is very simple and the goals are:
Check out a brief deck on the concept below.
Anthony Onesto is a business leader with more than 18 years of strategy, product, recruiting, and human resources experience. Reach out to him at firstname.lastname@example.org or 347.744.9070.
Author: Dennis E. Gilbert — Rudeness, we might label it as disrespect, blame it on
Author: Fabiola Eyholzer — Lean | Agile has evolved as the predominant, most effective way
Author: Fabiola Eyholzer — Companies excel at calculating ratings. They judge, force rank, provide infrequent
Author: Charlize Vogelsinger — HR is considered to be a catalyst for agile transformations. However,