Use of design thinking in HR initiatives

What is the design thinking?

Design thinking is a design methodology that provides possible solutions to complex problems. It is a creative methodology. It is a cognitive, strategic and practical process which design possible solution. It is used to identify problem and develop provide solutions.

What the design thinking process?

Design thinking is a creative problem solving method. Understandings issues from the customer point of view and provide effective solutions to the problem.  

Design process is consists of five steps:

1. Empathize: Gaining understanding of the problem from the user perspective though various ways like observing, going through similar experience, understand their experience and motivations and living the life of stakeholders.

2. Define: put all gathered information together to analyse and identify and framing problem. 

  

3. Ideate: based on the data try to solve problem from different point of view. Generate new ideas to solve the problem. Solution focused thinking.

4. Prototype: implementing prototype solutions to the stakeholders, investigated, re-examined and gathers feedback and redesigning and addressing the pain points. at the end of this process design team will have clear idea of problem and solutions.

5. Test: implement the solutions and work on any issues coming up to correct and repeat the process.

How Design thinking can help HR professionals?

Design thinking is focuses on problem that are complex in nature which are associated with people.. Design thinking can be used in every stages of HR process right from attract, engage and retain. It gives customer focused approach to HR professionals to handle employee related issues.

Hiring process: Understand candidate’s interest, needs, onboarding experience and create better candidate experience.

Engagement process: provide effective role, develop necessary skills through learning and development activities, and provide better employee experience.

Retaining top talents: identify top talents, recognise and reward with extraordinary benefits to retain key employees.

• Implementing change or change management initiatives.
• Employee engagement or increase employee experience initiatives.
• Integrate technology or organisation digitalisation process.
• Reinvent or reorganisation organisation functional areas or divisions.
• Bring new changes to enhance innovation.

Yes HR professionals can use design thinking by keeping in mind employees needs, current experience, expectations etc. Based on this HR professionals can design thinking in all HR initiative.

Sources:https://en.wikipedia.org/wiki/Design_thinkinghttps://www.interaction-design.org/literature/article/5-stages-in-the-design-thinking-process

McKinsey-7S Framework in change management

The McKinsey 7S framework is a popular model used in organisations to study and analysis tool to assess and monitor changes in the internal situation of an organisation or investigate whether organisation is achieving its intended objectives and goals.

7S framework is developed by Mr. Tom Peters and Robert Waterman, consultants for the Mckinsey & Company. the model is based on the theory that for any organisation to perform well, these 7 elements needs to be aligned and mutually reinforced.

7S framework can be used in organisation changes such as organisation restructuring, new process, organisation merger, new system, change of leadership etc.

1. Identify necessary changes and resources alignment  
2. Decide clear and measures objectives to improve performance 
3. Improve organisation performance 
4. Predict effects of future changes within organisation 
5. Maintain alignment during changes

7S framework is divided in Two segments 

Hard Elements

1. Structure: Division of activities, integration and coordination mechanism. 

2. Strategy: Purpose or plan of actions of the business and the way of enhancement. 

3. Systems: formal procedures for measurement, reward and resolution of organisation day by day or year by year ex: budgeting, training, costing, performance evaluation procedures etc.

Soft Elements 

4. Shared values: standards, values, and other form of  ethical practices within organisation or overall culture of the organisation. 

5. Skills: core competencies and capabilities, skills of the organisation and its employees.

6. Staff: Organisation Human resources, demographic, education, characters.  

7. Style: Leadership and management, typical behavioural patterns of the leadership 

How to Use? 
Mckinsey 7S framework easy to understand but equally harder to apply in an organisation due to common misunderstanding of 7S elements and alignment. 7S elements must be given equal importance to achieve the best results.

Reference:
https://en.wikipedia.org/wiki/McKinsey_7S_Framework
https://www.toolshero.com/strategy/mckinsey-7s-framework/

Human Resource - A Strategic Business Partner

Human Resource profession is dynamic in nature, plays key role in business success. HR department is a link between employee and the management; hence HR is needed for both in the organisation. There is not a single company without employee issues; HR faces wide variety of issues in the organisation.

HR generally branded as administrator, policy police, as parent, bearer of bad news etc but now HR has evolved as a key strategic business partner, actively involving in various strategic planning and other key areas.   

THBS HR team members are most effective and skilled with reputation of being trusted partner to help business owner by understanding business needs and deliver solutions in many ways.

• Attracting and retaining: fulfilling talent   
• HRMIS: Update HR hand book, Proper recording and documentation process
• Training: Encourage education, coaching & training
• Career growth and opportunity: GSR, Matching individual role with passion and capabilities,  
• Employee engagement activities:
• CSR activities:
• Improve culture and bring cultural change
• Build trust 

Serve as a consultant with business owner on HR related issues. Provide solutions to business needs, have more customer centric approach. 

We are here because business is hear, business required humans or talents, so HR will be there in future as far as humans and business are here. HR has to collaborate with business and business related issues.