Though there are countless cliches tagged with the role of HR, from being poker faces to party buzz killers, they have always been a popular part of office lore. A top-ratcheting stressor among C-suite managers and Human Resource professionals in companies across the globe is how to manage employee expectations while tapping the best and right talent to burn out high attrition rates.
To help meet the rising expectations and build an agile organization is not really tough but can be achieved through Design Thinking. Incorporating design thinking into HR analytics helps the talent acquisition team build a high retention rate, make informed decisions and build an agile organization. Here are 5 key working principles that you can embed into your HR system.
Employee Proximity
The core of Design Thinking aims to support Human Resource Management with skills to build closer employee relationships, understand needs, and expectations. It builds abilities to observe behavioral patterns and novel interview techniques to assess if the employee’s expertise and experience align with the company’s goals and promise a sustainable role. Design Thinking fundamentally helps HR analysts to skillfully maintain human capital, developing personas that would help identify the character, qualities, and career journey of the user population.
Shapes Potentials
While choosing the right and best talent, human resource recruiters rush on hiring decisions. This can be one of the major pitfalls of HRM to hire underperforming candidates, but integrating design thinking into hiring decisions can provide a variety of options and resources to choose the best and right talent that can increase the efficiency and value of organizational operations. Since design thinking intends to provide diverse and innovative solutions to human resources, it leads to inclusivity in the organization, pooling in multi-talent to fuel growth and drive performance excellence. One of the potential ways to arrest the attrition rate and spike retention rate is to create a more inclusive or diverse workforce.
Understand Stakeholders Experience
Design Thinking models help human resource managers wear the stakeholders’ shoes to map the growth journey of the organization and understand various touchpoints to improve service delivery. The success of people management lies in understanding business problems and how they can be tackled ahead. By providing solutions to senior-level managers, human resources can help to sustain the progress and advancement of the organization thereby feeding in confidence among employees to stick around with the company longer.
Assigning Roles
A major reason for high attrition rates is due to employees not seeking growth and suitable roles within the organization. Design Thinking is one of the models that help the HR system with advanced analytical and predictive HR tools to evaluate and compare their potentials in previous organizations to help them find a suitable role or transition to new roles, pay rewarding benefits and assign competitive tasks. This way design thinking can greatly aid HRMs to attract potential and key talent to enhance organizational performance and success.
Improves vision
Developing new products and services is integral to any business. The design thinking process helps the HR workforce work closely with employees, analyzing qualitative and quantitative data by testing new solutions in real-time to define problems and understanding various parameters involved precisely before committing them. So, signing up for an HR data analytics course or any human resource course can give you a wide picture of the design thinking concept to reap rewarding benefits and build competitive HR competency.
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