In the HR world, you hear it often: personalizing the HR cycle. But, what does that mean? Personalization is a general trend that has become more common in recent years. Therefore, this cannot be left behind in the HR cycle. One might wonder here what sense personalization makes in optimizing the cycle and how it can be set up at all. From HR, we often get the question of how personalization can be used in all kinds of different departments, with again different needs. We'll give you answers to those questions today. So, lay back, relax and enjoy!
The traditional HR cycle, with two fixed moments in a year scheduled for the assessment and performance interview, requires an enormous amount of preparation and administrative work for both manager and employee. There is little direction from the employees in this process, so they are not actively involved. The problem with this traditional way is that employees are not supported in the process of learning and growing.
So what is the first step to take?
Understanding that change is necessary. Personnel are an organization's most important asset, and this is where organizations need to get it right. Evaluating employees is not about filling out an Excel sheet, but about completing a conversation properly. Evaluation should be constant in order to get a good picture of an employee's performance. The goal is to look within the organization at team and organizational goals to look from there for what each employee can personally contribute to those goals.
Why is personalization important?
Organizations today are set up very differently than before: they are more agile, working more with teams from different departments, and projects are more diverse. Employee groups are becoming more distinctive in practice, in which other motivations are again around the corner. Practice-oriented functions have very different motivations and values than knowledge functions have. For example, people in practice-oriented positions find issues such as "enjoying going to work" and "working in a fun team" important, while knowledge positions, in turn, find growth, development and gaining more knowledge important. There is a whole different level of challenge involved here. Therefore, you cannot lump employee motivation together: every person learns and values differently. If you want people in your organization to enjoy their work, you must meet their needs. And these needs are different for each person.
What is the benefit of personalization in the HR cycle?
If the cycle better meets the needs of employees, it becomes more fun for them to engage in development. If they enjoy it more, they get more out of this development. And therefore they can grow and develop which makes them better at their jobs. Better performance in the workplace results in a better performing organization. In short, a positive outlook for the future.
How is personalization turned off?
Treams engages with the different employee groups to find out the needs in practice. This is with the goal of matching organizational goals with the needs of the employee groups. The most important thing is to listen carefully and give it time. We make sure that we know the needs per employee group so that the tool can be set up accordingly. For example, in Treams you easily adapt layout, questions and features to these needs. In addition, it is possible in Treams to customize the timeline of development per job title, making it completely personalized. The personalization of the HR cycle is set out step by step so that we ultimately reach the desired goal together with the organization.
Long story short, personalization is very important in the HR cycle. It is an important trend and employees need this personalization. These tips will get you started on it tomorrow:
Tips
- Not everyone is eager for this change and therefore there will undoubtedly be resistance. This is normal and asks a lot from employees, so stay transparent in communication. In this we have more tips .
- It is important to listen to where the needs of each employee group are and try out how this might work for them. Engage with these employee groups and find out what the motivation is for each position.
Tricks
- Think about the people who ultimately have to do it. You can invent something but if it comes from them there is always a greater motivation to do it. The practical positions may not even have access to a computer, so then it becomes more difficult to provide support through a digital tool. This is where we think with you: Treams is also available in a mobile app. And since most people nowadays have a phone at their disposal, this makes it a lot more accessible. From within the organization we look at what is possible, not what is not.
- The cycle change is changeable, it could also be adjusted again in a year's time if it appears that the employee group needs this. Also communicate this clearly to employees so that resistance can be reduced. It is important that employees embrace the change and know that it will become the new way of working. Just start with the basics and take incremental steps toward the end goal. The tool is not the end in itself, but the means to the end.
E-book: Setting Goals
How can you set goals in the best way? What kinds of goals are there? And what does goal setting yield? In this e-book, we give you tips&tricks and tools.
