HR Management Best Reads 06/2019

Another selection of excellent HR Management articles is here. Being the HR Professional, you can always inspire yourself by reading best practices. Your job has no boundaries, and you can be bold to implement innovations to your daily work-related tasks. Each HR Leader needs to push the HR team to look for external best practices and blend them with the best internal approaches. Only with this strong push from HR Leaders, we make Human Resources great in our organizations.

However, we should not forget that Human Resources is not about soft skills anymore. We need to combine hard business facts with employees in organizations. We need to find smart ways how to improve our performance, productivity, and have a positive impact on customer experience.

Excellent customer experience is becoming one of the most painful challenges for Human Resources Professionals. Leaders and managers have seen the function as the service center, which had no direct impact on positive and enjoyable customer experience. Everything was theoretical, and real customers experienced different stories than those told during in-class training courses. Nowadays, HR Training and Development pushes employees to visit real customers, but there is still a long way to go.

HR Management Best Reads 06/2019
HR Management Best Reads 06/2019

Now, back to the selection best articles. This week’s topics in the collection of best HR Management Articles are performance Management, organizational behavior, and predictive analytics in Human Resources.

Performance Management Effectiveness

The performance management system is a hot Human Resources Management topic. It is quite usual to blame the performance appraisals in the organization for almost anything. It is an excuse that Human Resources does not run a reliable system that provides instant and valuable feedback to employees, managers, and leaders.

The process has been handy in the past. Nowadays, most companies leave a robust system, and they try to implement something agile and quick. Still, we have no clear picture of the future of classic performance appraisals in organizations.

Still, designing en effective performance management process is a challenging task for Human Resources Professionals.

I have chosen one HR Management article that does not relativize the importance of performance management in modern businesses. It is not another article about how we should abandon and discontinue performance appraisals. It focuses clearly on key reasons and principles that make the current performance management system useful, supporting employee engagement and productivity.

There is one critical principle required by employees. It is procedural fairness. However, how to make the performance appraisals being as procedurally fair?

They are:

  • transparent transfer of employees’ objectives to Business priorities;
  • Managers as great arbiters of day-to-day fairness;
  • Rewards standout performance.

Wow, that sounds so familiar. However, we usually forget that Human Resources acts as a gate keeper of the performance management system.

We do not invest in training and coaching managers to become better arbiters of day-to-day fairness. We usually spend time into learning managers how to fill all forms correctly.

As HR leaders, we have to make sure that the performance management system in the organization is valuable, fair, and transparent. Read more here.

Organizations and Employees: We Are In This Together

Teams make the company successful. In today’s complex businesses, it is always just a team that delivers a successful solution. Success is not about the leader or a single employee. It is a bunch of people who keep going.

However, we forget how one team member can impact others, both positively and negatively. For example, sometimes, we do not realize that increased employee turnover can be a result of the bad behavior of just one team player.

Again, when one person is missing, the whole team is impacted. We tend to forget how groups and their members are essential in organizations. As we emphasize the importance of teams in an organization, we forget how critical are individuals in achieving goals and objectives.

Nowadays, all employees are so-called talents, and the organization has to make them play the game as one team, fully united. However, we usually do not realize how actions of the individual can impact the capable team. Organizations need to make sure employees understand how their actions affect everyone.

Effective teams are a foundation of the high-performance organization. Sometimes, we take it for granted. We do not design organizations that support smooth collaboration across team members. We ask them to create such a culture. However, it is the role of Human Resources to make corporate culture working for individuals and teams.

When thinking about organization design, you cannot consider only the following items:

  • organic growth of the business
  • various levels of organizations
  • spans and layers and other Organization Desing stuff
  • talent acquisitions

Additionally, Human Resources has to make sure that the organization always has a backup plan. Sometimes, the company cannot afford to miss one person. And when it happens, the HR Manager has to propose a suitable solution.

Why Predictive People Analytics is a Mistake

All HR Technology conferences have some topics in common. They are about big data in Human Resources, automatization of HR processes and procedures, correct reporting, and predictive analytics. Nowadays, most businesses see predicting the future as a source of competitive advantage.

In Human Resources, we usually know trends by talking to employees in different departments. We understand how they feel, and we can predict their actions. However, this approach is not data-driven. There is no data science in it.

For example, an experienced HR Professional does not need to receive a report about employee engagement. She does not require any engagement score because she can describe all issues and challenges instantly without sending any questionnaire.

Nowadays, predictive people analytics sets itself as the most useful source of information about trends in the organization. However, should we believe in the magic?

We usually predict risks that can affect our business in the future. However, our employees often do not play a linear game with us. They are engaged now; they can leave us tomorrow. It is not just about us; it is also about them and other external factors.

There are many areas where this approach can deliver outstanding results. However, can we believe that past development is a prediction of the future? Mainly when we talk about people in organizations?

Do you believe that predictive people analytics is the best approach for the future of organizational analytics? Looking at past trends and making our predictions about the development in the near and far future.

We need reliable analytics. Read more about it here.

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