What exactly was Web 1.0? I honestly can’t even remember. I barely even remember Web 2.0 other than it was the advent of user interactivity so minimally executed that today’s teenagers would not even recognize it as internet. Oh, wait – I totally forgot that today’s teenagers no longer care about the internet. Here’s the history and future of the HR Portal from the past 10 years, into the next 10 years:
- 1990’s: Most of us don’t have a high quality HRMS solution yet. Don’t talk to me about a portal. I don’t even know what Yahoo! is yet.
- 2000: We just implemented a recruiting system and might be implementing PeopleSoft soon. Starting to realize that somewhere for managers and employees to go as a launch page might be important, but it’s an after thought. I don’t have budget for it anyway.
- 2005: We just implemented Plumtree as our corporate portal. Here we come PeopleSoft Portal! Woot!!! We have a link farm!!!
- 2010: We decided to get rid of our link farm portal and have something a bit more design oriented. Usability just went up 10 times, but I still don’t know why our managers don’t use it and surveys say our portal sucks.
- 2015: Our portal finally goes mobile. HR transactions are executed on phones and tablets, and the portal has a responsive design so it knows if I’m mobile or at a regular browser.
- 2020: We’ve integrated social transactions in all of our portal experience. Employees can #HR and create cases in the case management system. The employe population is also a form of crowd intelligence – half of the time my #HR posts are answered by peer before HR gets to it.
- 2025: The HR portal is gone. In fact, what’s HR? What used to be known as HR transactions are now just embedded in the business portal space. My approval lists all appear on my phone (this used to be on a browser?!?!?!) in the same list my expense and procurement approvals are in. Time to hire metrics are somehow integrated within a view of my financial budget for my department.
My point is that the HR portal is a bit of an stupid idea. Apologies to all of the HR portal professionals out there, but nobody goes to the HR portal by choice. We don’t find extraordinary satisfaction by checking our process diagrams and compliance mandates. The fact of the matter is that nobody cares until they have to. HR has had a habit of over communication. We do have compliance stuff, and since nobody cares about the HR stuff, we think we have to pressure them into caring.
HR has it all wrong. Managers and employees do care about stuff – just not the annual programs we drive them hard on, and not about the compliance stuff we won’t stop pestering them about. Employees and managers do care about giving and receiving public recognition. They do care about the things they are supposed to do that benefit others, like real time feedback and doing transactions if they are easy to do. All we really have to do is make it simple, mobile, social, and relevant.
Simplicity: This should be the mantra of HR. K.I.S.S. In many of our organizations, HR is the most at fault for writing 10 paragraph emails when 3 sentences and a link to more explanation would suffice. We’ve made it so hard for any manager or employee to comply with HR policies and procedures that it’s no wonder they don’t like us.
Mobility: This could be part of simplicity, but it’s more important than that. The next couple of generations aren’t going to want to do anything if it’s not on their phone or tablet. Oh, who and I kidding. Better make they their wearable device.
Social: We need to figure out how to embed social in everything. There’s a #HR case management example above. How about social real time feedback? How about getting rid of competency models and using social expert profiles or having peers evaluate profiles like they do on LinkedIn? Huge HR constructs that take 20 FTE’s to manage annually are dying. In with the social crowd wisdom! The sooner the better!
Relevance: Can we stop with the HR stuff already and figure out what our employees and managers really want? These are simply avenues to engage them in our processes. Let’s take employee recognition as a launching point to rewards. Let’s use social feedback to get people interested in performance. Let’s use LinkedIn-like profiles as an entry point to talent mobility conversations.
Attention spans are decreasing every year. If we choses to bore people to death, we’ll just be the same HR in 2020.