Are people spending money to alter our tools?<\/p>\n
Good \u2018ol performance management is a nice scenario here. In the old days when we had a staff of people creating spreadsheets, sending them to managers, getting them back for data scrubbing, aggregation, approval, and then upload to the HRMS, we\u2019d often find that the spreadsheet we got back wasn\u2019t the original one sent out. This was simply because the managers thought our tools were cumbersome and that they could do it better themselves.<\/p>\n
Another example is when a business unit decides to secretly support their managers with a staff of recruiters when corporate HR thought they had centralized this function. What this question gets us is not to clamp down on policy, but to figure out where we went wrong. Did a one size fits all approach not work? Is a single business unit truly so different that they should be approached differently? Or did we do a poor job with change management and not get the initial adoption that was necessary?<\/p>\n
One of my favorite examples is the manager who does not use self service, although HR would never know without some investigation. Sometimes there is an administrative assistant who has taken on more work so that the manager can keep doing things the old way. Even better is when the admin assistant has been hired specifically to do this specific work.<\/p>\n
It really isn\u2019t always someone else\u2019s fault though. Sometimes the process we\u2019ve implemented really does suck. Sometimes the manager using an older process is justified. When HR goes in and implements a new system, how often does the vendor\u2019s sales staff or implementation team look at process engineering? That\u2019s right \u2013 practically never. Perhaps it\u2019s a change management issue, but perhaps HR has actually screwed it up and needs to try again.<\/p>\n
As always, when evaluating those small areas where a few people use process and technology differently, figure out if these are real opportunities or simply outliers from the norm. If a global change is warranted, don\u2019t forget the change management process to run concurrently with the implementation.<\/p>\n","protected":false},"excerpt":{"rendered":"
Are people spending money to alter our tools? Good \u2018ol performance management is a nice scenario here. In the old days when we had a staff of people creating spreadsheets, sending them to managers, getting them back for data scrubbing,…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[2,11],"tags":[],"class_list":["post-838","post","type-post","status-publish","format-standard","hentry","category-hr-technology","category-service-delivery"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/838","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=838"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/838\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=838"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=838"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=838"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}