Facing climbing pressure to cut costs, restore employee productivity, deliver on employee experience, and execute the right policies and practices for their employees, core company functions must rethink their strategy.
Employee journeys and the way people contact and interact with each other have drastically changed, requiring HR leaders and other pillar functions within organizations to strengthen and redefine their working efforts like never before.
If you are new to Agile, it is perfectly normal to feel lost. In this new blog article, you will learn more about this new mindset and get more insights on how it allows organizations to continuously improve through deep employee collaboration, adaptive testing, and learning. Adopting such an approach offers multiple advantages to organizations, such as higher Team Morale & Productivity, a better quality of work delivered, more Control & Higher Customer Satisfaction, and ultimately higher ROI
Applying this methodology to HR departments is nothing new: it helps organizations get updated and remain aligned with the realities of the world of work. At the 2012 Annual HR Deloitte Conference, Josh Bersin defined HR as a fundamental business function due to its potential impact on organizational agility, when adopting continuous learning, talent acquisition, and transparency mentalities, pillars to attract, develop and engage the modern workforce.
Adopting this new work mindset allows leaders to provide more value and insights for all parties involved: from their people, businesses to their customers, optimizing contact and the quality of the work carried out by their teams.
This shift in leadership thinking heralds a profound paradigm change that requires new behaviors and practices:
1. Promoting enabling organizations in which teams are typically small, cross-functional, and accountable rather than organizations based on hierarchy, control, and separate teams.
2. Creating experience-focused work (understanding and measuring the impact of work on workforce’ well-being and customer satisfaction) rather than process-focused work (that is, tasks to carry out).
3. Designing simplified processes through which waste turns into efficiency rather than traditional complex processes.
4. Fostering collaborative environments based on ongoing improvement rather than functional silo mentality and resistance to change.
5. Launching products and services created by the workforce (through active listening, co-creation, and innovation) rather than products and services designed by experts for experts.
6. Adopting an incremental release strategy that opens doors to new concepts for testing, learning, and design iterations rather than prescheduled and overtime delivered product launches.
Robotic Process Automation (RPA) is on the rise, with a worldwide revenue that not only has doubled from 2016 to 2017, from $271 to $626 million but is estimated to rise to $3 billion by next year.
RPA is a process that uses software to replicate and perform tasks usually carried out by humans, especially beneficial in high volume, repetitive, and structured processes.
Among its main benefits, this methodology allows companies, its leaders, and, consequently, HR departments to save time and money, avoid errors, improve data accuracy, and quality since it is a scalable and integrated process. By delegating repetitive tasks effectively, HR staff gains extra time to work on strategic activities, contact and engage with the workforce, and follow up on business processes closely.
While a variety of companies are implementing RPA to help them cut costs, many of them seem to fail when trying to scale it effectively. According to recent Accenture research, only 13% of RPA projects get successfully scaled within an entire organization, which indicates that RPA scaling gets implemented more successfully when using such an effective structured methodology.
Applying it to RPA can be a very efficient and much more realistic approach for operating business models, since RPA delivery:
1. Is people- and interaction-focused.
2. Requires minimum documentation.
3. Gets customers involved in the projects and promotes collaboration.
4. Implies responses to ongoing change.
Since automation can often get structured in many different efficient ways, before launching automation, businesses should carefully identify and assess which processes need to be automated, the best practices to implement automation, and which people will require specific training.
Incorporating an agile RPA approach enables companies to ensure their functions provide value and drive results. Apart from digitalizing the business processes of your organization, niikiis will successfully implement agile values, with the RPA tools necessary to solve high-impact problems while minimizing or eliminating the need for employees to work on operational tasks.
We hope this blog article has been of great help to you and inspires you to explore new routes to success to start working differently. Contact us for further details or REQUEST A DEMO here to see how niikiis can empower your workforce community to manage volatility better, help enhance adaptability, and strengthen the overall organization.