With staggering technological advancements and magnitude of changes in the businesses, many companies are transferring their capital to increase operational efficiency. This makes sense as reallocating your resources lead to twice the value you may have been generating before.

If you look at it, then people join a workplace and a unit. They are given a job role, which probably stays like that for years. These people keep working in the same position or ultimately leave it for higher, better opportunities. In the stagnant structure like this, it is hard for HR to create the highest level opportunities for the employees. But, it is likely for the HR to reallocate resource to generate a wide level impact.

People could be relocated in different business units altogether, in various roles, or on a higher position. If you are curious about how a professional will work as the team leader, try it. Young minds never fail the organization and if they do, you can always swap back.

The Design Thinking

Currently, the HR department focuses most on the human part of the employees. Hence, the processes of the business are developed to maintain a system. The part where they consider human talent is often ignored inside the organization. But, when you flip this thinking and reach design thinking, you start thinking about people. These people and their persona differentiate from one another.

A person who is working in the organization for 10 years may not want to change position as he might be comfortable with his work profile and work-life balance. But, an individual, early in his career, not married, may want to reach up on the growth ladder. This is the person who would welcome change with open hands.

Similarly, if a fresher joins your organization as an intern, you can ask him or her to assume different job roles. This way the employees can explore their talents and interests and you can put their talents to best use.

Using design thinking, it is possible for HR to redesign the processes related to its people. The turnover will reduce, productivity will improve, and there is a great chance of your happy employees keeping your customers happy.

The Human-Centred Design Technology

To achieve even better results, experts believe that a human-centered design approach is required. It is necessary to know that design approaches have human as its main element. To integrate new technology, problem-solving, and business success, the human-centered approach is required.

By understanding the humans of your organization, HR can lead to a change. To bring this change, HR needs to know the driving force, determination, personal goals, and motivation of people of their organization. This helps in understanding the learning abilities and talents of employees

As the organization grows, people of the team eventual lose encouragement somewhere along the hierarchy. Everything seems to be monotonous and purpose of working for the business gets lost. Similarly, the business forgets its driving force as it achieves success.

To convey the change and ensure a human-centered approach, HR needs to think of employees as customers. This enables HR to address the need for employees and growth requirements in different ways.

Conclusion

The one-size-fits-all approach doesn’t work in any business department today. As every team is making a change in its approaching strategy, so should the HR. They need to change how the requirements of people are being addressed within the organization. Reallocate and redeploy your resources to help them with growth and provide them with the highest level growth opportunities they need.