Interesting HR reads:
- Why Companies Should Have Social Media Policy and Cyber Wellness Program
- Crafting Social Media Policy
HR 3.0 is the fusion of culture, geo-economics and technology
Should HR go digital, social and mobile? Why not?
Some years back, a survey shows that HR practitioners were at the tail end when it comes to adapting technology. This is not necessarily bad, waiting a little while until the hype subsided and all risks are identified, is a prudent move.
Several years have passed since the digital community was revolutionised by social media and now with more “gen Ys” joining HR Division, is HR ready to jump in?
READ: HR 2.0 is the “New” Old School in Human Resource
HR 3.0
HR 3.0 track by ASKSonnie at the 9th Philippine HR Congress
HR 3.0 is being considered as the next major transformation of HR. The 3.0 era is the fusion of culture, geo-economics and technology, with the following determinants in mind:
- More digital natives, will join the workspace, influencing the employer brand and organizational culture with the cyber age:
- Connected 24/7
- Content on demand
- Social sharing and Selfie
- MMORPG
- ASEAN integration.
- HR Technology
- HR silos and processes that is either anchored on the “cloud” or stand alone ERP
- HR Services on Mobile Apps
- Big Data in HR Analytics
- Gamification of Employee Programs
HR Challenges
Interestingly, the keynote speaker, Ms. Alma Rita Jimenez, a former HR intern but now the President of Health Solutions Corporations, and Chairperson of Trade, Industry and Tourism committee of the Management Association of the Philippines, presented the challenges modern-day HR practitioners are facing. Let me highlight the ones important affecting adoption to HR 3.0:
- The challenge of engagement
The digital natives, or the millennials, are wired differently and they have their own set of values and expectations. Engaging these group requires a different approach.
- The challenge of hr technology
In the Philippines, we are still on the period of automation, but first world based industries are already looking at robotics to improve productivity.
- The challenge of workforce and organizational transition
The changes brought about by technological advances will require a new wineskin. Thus, HR needs to future proof the organization and make the transition close to seamless.
- And the challenge to develop new competencies
Obviously, the changes brought about by the above will require HR to develop new competencies. Not only for herself, but for the workforce to keep the organization relevant and competitive.
Ms. Jimenez challenged HR practitioners to embrace HR technology in particular, and the advances of social web, tools and devices in general, to stay relevant and competitive.
How should HR respond?
I have a simple answer, LEAD. But this is easier said and done.
HR 3.0 Leadership
Leadership in an era where HR technology abounds does not mean you have to be a geek and you know everything there is about the HR technology and the tools, apps and internet in general. It’s about facilitation- tapping on someone else’s expertise and share the leadership responsibility with them. In our case, HR should be willing to share the lime light with IT and Marketing.
- IT – because they are in the best position to test the risks, advantages and feasibility of making HR services digital, social and mobile.
- Marketing – because the end goal for branding and marketing campaigns are not only to generate revenue and good PR, but also to make the company attractive to the job market, and transform the existing employees brand ambassadors.
Preparing the Organization
Begin with Framework
Though adoption may still be a distant future (to some companies), HR can still lay the right foundation by future proofing the framework. This can be done by having the right philosophy and policy statement.
Add Value
The operating principle is “add value”– to HR Services, Employer Brand, Employee Engagement and Employee Relations. This shall serve as the cornerstone to the four pillars of HR 3.0:
- Policies and Procedure (P/P)
- Organization Structure (OS)
- Workplace Learning and Development (LAD)
- Employee Programs (EP)
The four pillars shall ensure adoption to technology will not backfire and affect operations.
Dynamics of the Four HR 3.0 Pillars
Policies, procedures and organizational structure serves as the launch pad. While the employee program and learning development shall serve as rockets that will lift your value adding strategies. Without the launch pad, your strategies will fall apart.
It’s easy to spot an organization whose OS and P/P is “not” HR 3.0 ready
- When your policy cannot address issues related to the use, or misuse (whether intentional or not) of internet, social media and technology in general.
- When employees use their personal account for work purposes.
- When inquiries about job postings on various groups remain unanswered
- When employees join various groups even though these are not their target audience/ Or when employees spam groups with unrelated posts/ Or they join various groups and start posting without reading the rules
- When there is no specific point person to manage social media presence
- When there is no clear strategy and goals when using the digital, social and mobile platforms.
- When employees are not properly trained on how to do social media marketing, and the ethics behind it
Let me close this blog post with the contrasting direction of HR from the opposite sides of the planet.
In Asia, if my appreciation of the conversations is correct from the two gatherings of Shared Services and BPO bigwigs in Asia Pacific, HR is expected to steadily move towards metrics based operations and automation, and prepare for robotics.
In the US, however, there is an article suggesting to bring back the humanity in HR
With HR 3.0 now, and probably 4.0 after 3 years, 5.0, 6.0 and so forth in the future, Human Resource should never drift from our original mandate– and that is, to be the heart of the organization, and celebrate humanity in every enterprise and civil service.
Have you future proofed your organization? Share your insights in the comment section below!
To be honest this hardly made sense to me mainly because I am not really familiar about the work of the HR. But my take away is that now HR is improving their processes. I am going to share this with my HR friend, for sure he would appreciate the information.
This is really very helpful. My boyfriend is on the HR field. Will show this to him 🙂
I really don’t have any idea about the HR system, though my sister was from that department on her previous work, I guess so.. but just like any other system, we must always be adaptable to change or we might pay it the hard and expensive way in the future. this is great news to all organizations..
HR is the forerunner of every company. It’s a good thing that there are opportunities to level up for the benefit of the employees.
HR is very important to organization. Proper resource allocation and manpower built up make an organization successful. I guess HR 3.0 will bring more business to any organization.
I too am not familiar with how HR technicality works, but I agree that with most things, their mindset must be forward to keep up with modern technology. Though I think most concerns with any transition would be the cost of training and implementation.
Thank you for sharing, this is a good news that a Hr practitioner upgrade and a got new knowledge.
Paolo | http://www.prlakwatsero.com
I’m a little familiar with HR since I have classmates taking that course. This is very helpful. A great post indeed! xx
It’s good to always upgrade our knowledge of HR practices but I also agree that as HR practitioners upgrade themselves, they should never lose the humanity in the role that they hold because it is very vital in an organization, which is composed of people – humans with diverse concerns and issues. Great post!
the more technological we become, and more emphasis on process and output, the less humane the organization becomes
I am not familiar with how HR works and their process and the technicality behind their job but it is nice to see that they are starting to embrace the modern technology to make their job more efficient and more productive at the same time…however, I’m afraid that when robotic technology arrives, it means that the man force will be lessened and that means it will badly affect the employment rate… just my two cents but then I know nothing about HR thing hehe
if indeed robotics will soon hit our shores, @@miltoncoyne:disqus, what HR normally does is train affected employees for new the skills required for the new job, or reassigned to a new area.
Removing people is the last option, and there is a process that the company must follow
I’m not really familiar with HR terms and stuff but I’m glad that the HR of the company I’m currently working is just a ping away especially when we have queries.
xx, Janine | Wandering Ella
@janinellanongos:disqus can you cite example on how responsive and relevant is your HR? This will help us in our study.
Well, officewide, we use the Business Skype communicator so when we have questions especially to our HR, we just ping them. We also have self-service sites where we can submit tickets for questions and other inquiries and they respond to us in 2-3 days time.
it’s good to get testimonies from employees of how responsive their HR was! Thanks
In this digital age, we can’t help but to adapt this kind of upgraded system in an organization. This is a good information. Thank you for sharing!
It is time for HR to evolve with the times. Hope companies here implement this soon.
-Gino of http://www.dropdeaddapper.com
It’s time for HR to finally upgrade, transform and follow this fast-paced digital world. Such a very interesting and helpful post! Cheers!
This is kinda technical but HR is one of the most important arm of any business organization. You should be commended for sharing valuable information.
The “HR Services on Mobile Apps” sounds interesting…HR 3.0 is one tool an organization should have
I think this is important, merging digital life in the workplace is something that would benefit for both the employees and the company as well. It can boost productivity and employee satisfaction at the same time 🙂 Above all, communication is always key 🙂
@biboyordinario:disqus what is the engagement level of your HR in the hospital?
I hope most of the companies will let their HR do have this kind of seminar.
This looks interesting and well developed. Some companies even don’t set an HR and just use admin/finance which i think is not ideal for an organization. Hope this will be known by many soon.
@Jessica:disqus we still have companies who thought HR is in the middle low of the value chain, and its main role is just perform the transactional requirements. As a result, employees are disgruntled if not outrightly demotivated.
Wow. This is very helpful. Thanks for sharing this post. God bless!
@disqus_Jm4S5Eb4OP:disqus – would love to know how this post has been helpful to non HR people like you. It’ll certainly help HR peeps on their work.
@@disqus_Jm4S5Eb4OP:disqus – would love to know how this post has been helpful to non HR people like you. It’ll certainly help HR peeps on their work.
@disqus_Jm4S5Eb4OP:disqus would love to know how this post has been helpful to non HR people like you. It’ll certainly help HR peeps on their work.
@disqus_Jm4S5Eb4OP:disqus – would love to know how this post has been helpful to non HR people like you. It’ll certainly help HR peeps on their work.
@@disqus_Jm4S5Eb4OP:disqus – would love to know how this post has been helpful to non HR people like you. It’ll certainly help HR peeps on their work.
@@disqus_Jm4S5Eb4OP:disqus – would love to know how this article has been helpful to non HR people like you. It’ll certainly help HR practitioners on their work.
would love to know, @retlyn:disqus, how this article has been helpful to non HR person like you. It’ll certainly help HR professionals on their work.
I never knew this side of HR. very informative
@capersrouge:disqus – what side of HR are you familiar with? Would love to know it since this will help HR in it’s PR campaign.
When I was still working, the department in the companies I handle that gets the smallest share in budget is the HR. But that was 8 years ago. I don’t know if the situation has already changed and if companies are now looking into modernizing HR tools and practices.
I believe is some companies, that is still the situation.
This looks interesting and promising , Sir! I hope it will not only help the HR industry. May it be a bridge for those deserving individuals get a decent job.
there are HR marketers who is in-charge of combing social media for talents that fit their requirements
there are HR marketers, @arrianne_guzman:disqus, who are in-charge of combing social media for talents that fit their requirements
there are HR Marketers, @@arrianne_guzman:disqus, who combs different social media platforms to source for candidates for their company’s need
Hmmm. I’m sorry if I cannot really grasp the idea of HR3.0. I think it’s because I’m still in school and I really have no work experience but this sounds interesting and I will share this to my dad. From what I hear, he works closely with the HR department. Thank you for sharing.
your dad will be able to relate. let me know if he had some question.
It’s understandable @melissaun:disqus. Just let me know if your dad have Qs, or encourage him to share his thoughts too.