HR guru Dave Ulrich once famously said ‘Abolish HR!’ ringing the alarm bells for the imminent loss of credibility of HR in organizations. To view it in the right perspective, out of all the functions in an organization, HR is the only one farthest from access to and usage of any form of real-time data. Sales has real-time customers and lead funnel data, finance has revenue and expenditure data and production has inventory, work-in-progress and finished goods data at their fingertips at any point of time. Unfortunately, HR has no real-time data around the employees on their competencies, skills, behaviors or values that the organization expects them to exhibit.
While HR is the custodian of competencies, there is no way for HR to know at what level the competencies are at a point in time in the organization. In the absence of credible data, many an HR initiatives fall flat on their faces.
However, with the advent of next-gen feedback solutions it is now possible to collect data around employees through feedback gathered from their peers on a continuous basis. Feedback can be collected seamlessly from employees which increases higher response rate and collects data that is contextually relevant. This data can then be analyzed using Artificial Intelligence and Deep Learning methods to give important evidence-based insights into many facets of HR viz. Performance Management, Reward & Recognition, Learning & Development amongst many others. This article focuses on how continuous feedback can be used to power success of Learning & Development in organizations.
HR undertakes several Learning & Development activities for the enhancement of competencies necessary for carrying out the jobs well by employees. These activities are then calendarized for the year and communicated to various departments for them to nominate employees. While a lot of effort goes into this exercise, such activities are often plagued with no visibility of what programs will work the best to address skill gaps, loss of retention of learning objectives after the activities are over and no investment in competencies necessary for the future skill roadmap of the organization.
With continuous feedback, it is now possible to have real-time data that sharply focuses on programs that enhance the skills of employees, increase retention by continuous inputs around manifested competencies & behaviors and apportion budget on ‘missing’ skills in the organizational skill inventory. Such insights are available through rich analytics which the HR can use to be really future ready.
The continuous feedback system is a great way to enhance the L&D effectiveness of an organization. The cloud-based solution is easy to deploy, upgrade to keep up to the changing organizational dynamics and comes at a fraction of cost compared to conventional enterprise HR software.
It’s time for HR to take cognizance of the power of real-time data through continuous feedback and be in step with the other functions like sales, finance & production in the organization.