Redesigning the Employee Experience.
In a time when many sectors are experiencing constant disruption, the HR industry is evolving into what has been referred to as the HR 3.0 era. While many businesses are embracing this rapidly changing environment, recent studies indicate that not everyone is evolving at the same pace.
A study from the IBM Institute for Business Value suggests that 70% of HR executives believe the industry is open to reinvention. The same report, however, indicates that only a small fragment of HR professionals have moved into this new stage of development.
Only 10% of HR executives are living in the HR 3.0 era
In years passed, HR departments have predominantly focused on administrative duties, providing core responsibility for hiring, pay, compliance and basic job design. As we recover from the impacts of the pandemic, businesses will require HR to focus on the employee experience
and support the progression of reskilling, cultural transformation and the development of new models for work.
In the IBM survey of 1,500 HR executives, the results indicated that HR departments generally fall into three separate sections. The traditional HR 1.0 departments focus predominantly on compliance, administration and effective service delivery. HR 2.0 teams have pro
gressed further towards centres of excellence, focusing on training and empowering business leaders to generate key solutions. HR 3.0 which consists of only approximately 10% of businesses, shifts HR into an agile consultative organisation, one capable of delivering efficient services and supporting innovative solutions, cognitive technology and transparency in business.
Rethinking the employee experience
At the very core of HR 3.0 is the transformation and reshaping of the employee experience, looking beyond the concept of it being focused
simply on the individual experiences within a business. The findings from IBM have reassessed the idea of the employee experience into a deeper and personal engagement with employees. The report explores beyond the conventional ideas of employee experience, looking at the complete life circumstances of each employee within work and outside. The rapid transition towards remote working is one particular factor that has altered the employee experience. Analysts explain that in times today we need to look beyond thinking of the employee experience as just related to the employee.
At a time when the boundaries between office and home life continue to mix, the employees' experiences out of the workplace are in a way part of the company and therefore need to be considered when creating and implementing measures to improve their business performance. Today’s workforce is expecting meaningful employee experiences that are broader, more personalised and continue to be reactive to the needs of individuals.