Traditional HR Functions Moving Towards Social Media and Mobile
A few years ago, HR was charged with implementing a formal succession planning program at the firm, since one did not already exist. The succession planning we were doing at that time was anecdotal and very subjective. We used the research from Bersin by Deloitte to put together a road map of how to deploy our program. Bersin has developed a maturity model which we are using as our framework for our phased roll out, starting with basics like identifying key positions to becoming more advanced, where succession becomes part of the culture and has full buy in from the c-suite.
Lessons learned and advice for fellow CHROs
Technology is only an enabler. We are constantly hearing of new technology that is “the next big thing” but throwing technology at an issue is not always the solution. Going back to the basics of business analysis is always the best way to start– identify the problem and the areas for process improvement, conduct deep requirements gathering with the stakeholders, secure agreement on what will make the project a success, and refining the scope of the project will go much further than just implementing new technology on top of a broken process, hoping it will solve the problem.
HR solutions to improve effectiveness
We recently revamped and rebranded our internal SharePoint-based Learning & Development platform. Employees found the older version difficult to navigate and the structure did not align with our overall talent management strategy. Our new site still contains our core training modules, but it also allows employees to explore opportunities for career pathing.
One section of the new site has videos and training from each of Edelman’s Practice and Specialty groups, internally focused to promote self-education and exploration. This allows employees to learn about our career matrix so they can envision career moves. We are in the process of redeploying our recruiting platform globally. Currently we have multiple recruiting systems, but we will be moving to a centralized platform which will improve efficiency and help us align our business needs across all of our offices.
The areas in business environment where solutions do not yet exist or not up to the mark, and which if existed, would've made job easier
Specifically in the HRIS and HR technology space, it has been difficult to plan for the future due to all of the acquisitions that occurred just in the past year. I am looking forward to seeing more integrated solutions from the bigger vendors. Some of the acquisitions that occurred recently have yet to explain or show how their offerings will be integrated. I would also like to see better solutions from the talent management suites and their own analytics and BI solutions, as opposed to having a third-party vendor for analytics.
Technology trends impacting enterprise business environment
Many of the traditional HR functions are moving towards social media and mobile. At Edelman, our recruiters are heavily using social media channels such as LinkedIn and Twitter to source candidates and promote job openings. We are seeing more of our job interviews being conducted over Skype or videoconferences. One of the top requirements for our new recruiting platform is that it should be available on mobile devices. We are planning to release “on the go” training modules which are short training videos that can be watched on mobile devices.