What if you empowered your employees to dictate HR best practices based on how they work best? By using emerging technologies such as AI, HR departments can quickly learn the optimal ways in which their people work, eliminating unnecessary systems and processes. In doing so, organisations can gain a deeper understanding of their people and adopt an urban planning approach to setting up standardized processes that make work easier and more effective.
Dictating ‘best practice’ is often unhelpful, as few people want to have a process imposed on them. But the latest technologies (like Artificial Intelligence) can reveal how people work, and suggest changes to help them become more efficient and productive. That’s why – here at Oracle – we predict that by 2025, the productivity gains from AI and emerging technologies could be double what they are now.
But what does this evolving approach look like? Our cities offer a compelling parallel.
Desire paths and compulsory walkways
Through the roads and walkways they build, urban planners try to control the flow of people and traffic around cities. But over time, unplanned pathways emerge. Well-worn shortcuts over patches of grass, and other ‘desire paths’, spring up where people have found their own routes for navigating the city.
A similar thing happens within organisations: employees find their own ways of working, no matter the systems and recommended processes they’re given. So instead of imposing a way of working, perhaps we should analyse how it happens currently, and suggest incremental improvements. Instead of fighting the natural flow, AI can draw on everything from sentiment reports to interaction data to help us shape workflows and make them more productive – without ruffling feathers. And all while gaining a richer, more holistic understanding of employees, teams, and the organisation as a whole.
Global, agile, informed
AXA understands the power of this data. The global insurance giant used to have multiple core HR systems, spread across various business units, in a variety of countries. Working efficiently within the HR function was near impossible, let alone gaining an informed view of how AXA employees worked. But by moving to Oracle’s cloud-based HCM solution, this all changed. Now, this 166,000-strong company has centralized its HR data across 64 countries, sharing it so teams can analyse what they need, when they need. Staff members can manage their own careers, digitally, and standardised processes make work easier and smoother. And HR has a holistic view of the whole organisation, like an urban planner looking down on their city from a helicopter. When you let your people dictate how they want to work, everyone wins!
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