Goodbye “Human Resources” and hello “Employee Experience”.

December 9, 2019

Un partenariat entre Talentia et Libellula Project, le premier réseau d'entreprises à mettre fin à la violence contre les femmes

Today, HR professionals agree on one thing: their function is changing. The technological revolution, which is the main cause of this profound change, requires the implementation of an agile ecosystem that links all the company’s departments.

For the function, the question is no longer why, but rather how to achieve it? While all functions have a role to play in this change, HR’s first mission is to reinvent itself. The studies are clear, the primary objective is to be able to create “human resources 2.0” through several levers to activate.

1) The connected company

Analytical capacity, process improvement supported by digital platforms and collaborative techniques can stimulate collaborative work and more horizontal decision-making. The idea for the function is to foster internal communication, accelerate learning, promote innovation or strengthen employees’ sense of belonging. HR is the creator of the digital community of his company.

 2) Develop teams and leadership

The other lever to be activated is the ability to develop the skills, especially digital skills, of its employees. This requires the implementation of awareness programs that provide learning paths for employees according to their different expertise.

Developing the leadership of some is equally essential to ensure a certain continuity in the teams. This requires the establishment of a strong corporate culture and the implementation of fundamental aspects such as managing everyone’s emotions, resolving conflicts internally or using public and internal communication techniques.

3) Development of a strong organizational culture

Understand the different cultural models in order to determine which one best fits the company’s vision and objectives. To do this, it is imperative to have analytical models that help to identify the real needs and everyday expectations of employees. It is a question of moving from a performance evaluation to a more humane measure.

 4) Collaborative Experience

Encouraging commitment and attachment to the company requires the opening of different activities or the improvement of employees’ missions. There is more and more talk of HR marketing, and this is fully the case. The implementation of this collaborative experience requires the application of marketing methods and principles. It is about treating your employee as a customer using the same methods to build loyalty. A certain quality of life at work then becomes natural. Autonomy, flexibility, recognition, equality, horizontal growth, all of which have become essential.


5) HR Analytics

Data is a bit like the fuel of the 21st century. Today, the multiplication of data has completely disrupted the HR function. For human resources, the new challenge is how to transform this wealth of information into value for the company. HR Analytics allows human resources to get to the heart of the company’s business challenges. Knowing how to perform analyses, understand them and integrate them into the organization’s daily life becomes an essential skill for HR just like everything else.

It is used in many ways, for example in payroll management, to facilitate the analysis of payroll accounting flows and thus meet an operational need related to the day-to-day running of the company. HR Analytics also plays a role in training, which is now a concern for business leaders. Analytics makes it possible to measure the impact of investment in the field directly on the company’s financial results. HR Analytics links performance indicators to the recruitment function within the company. For example, it gives a clear idea of the effectiveness of my recruitment process, particularly in terms of deadlines. HR Analytics allows the function to plan all the company’s resources.

6) The employer brand

 Knowing and implementing social and cultural activities in the company are proving to be a formidable weapon in the implementation of your employer brand. For HR, the first step is to strengthen employee support and then to encourage outdoor communication to attract new talent. To achieve this, the company’s best ambassadors remain its employees. This involves setting up corporate blogs, social networks and even word of mouth.

Today, the challenge for HR is not to miss the train of the transformation of its function and its company. If this fails, tomorrow the “Human Resources” department could simply disappear…