Events
Top

Reassemble your Employee Experience with Design Thinking

Design Thinking is one of the trending buzzwords in the business capacities. It is currently being seen as a multi-disciplinary, non-straight way to deal with see business challenges from a crisp point of view. Given its positive effect on the main issue results, a few worldwide corporate mammoths, for example, IBM, Google, CISCO, Citrix Systems, GE and Apple have just held onto configuration thinking as their center procedure. In India, outline believing is as yet a moderately new practice, but it is gaining momentum.

“Design Thinking” is the converging of client involvement with individualized advantages, not just the procedure itself. In the advanced business period, HR experts have been entrusted with getting to be “designers” in their own right, working to study how employees experience their work day to day and creating specific profiles that help them understand how employees interact with their work environment and any challenges the environment poses.

 

 

Click Here for Detailed Agenda

 

Design Thinking In HR

 

Design thinking has entered relatively every field of the business, including HR. HR is a function specifically made for individuals. However, it has been observed that people practices created by HR regularly neglect to make a connecting with involvement for workers. In this way, in HR’s context, the standards of design thinking are connected to answer human-trotted inquiries and test suspicions. It includes building up an inside and out comprehension of individuals for whom arrangements are being composed and involve them in the process in order to come up with out-of-the-box thoughts to improve their working environment.

 

“When People Go To Work, They Shouldn’t Have To Leave Their Hearts At Home.”

-Betty Bender

 

 

Design thinking draws upon rationale, creative ability, instinct, and fundamental thinking, to explore outcomes of what could be, and to create desired results that benefit the end user, be it the client or the employee.

 

HR Follows similar Design thinking Process as other functions and has been accepted worldwide:

 

1. Empathize: Understand people by observing, engaging, watching & listening
2. Define: Craft a meaningful and actionable problem statement
3. Ideate: Explore the widest possible range of ideas from which you can select, not simply finding a single, best solution.
4. Prototype: Start building rough drafts and test them to learn about improvements/corrections required.
5. Test: Allow people to experience the prototype and seek feedback on                    their experience and redefine the problem statement if the solutions                        fails to deliver the desired outcome.

 

Design Thinking propose that HR initiatives should be human centered, iterative and powered by insights.

1. Human Centered:

 

The team at IDEO portray the substance of Design Thinking as: “… a procedure that begins with the people you’re outlining for and closes with new solutions that are customized to suit their necessities.” This is an imperative idea for HR, compounded by the way that we have two (or often more) unmistakable yet overlapping groups of end-clients to design for: the business leaders, employee populations, and our business customers for whom all the projects are intended to at last advantage. Each group has needs, and sometimes those necessities are contending.

2. Iterative:

 

The value of iteration to the HR function is critical. To get the result, we must ensure we don’t slip into a ‘settled’ attitude, yet rather hope to continuously prototype, test and challenge the expectations, analyse and refine our projects of work, and go beyond our pre-considered ‘guidelines’. The idea of pilots are well acknowledged in HR, however we don’t frequently convey the component of radical thinking to our design, and in the pursuit for business case results it can sometimes seem like iteration is a luxury.

3. Insights:

 

An insight as not only a straightforward perception or an summary of the information, but rather as:

An unrecognized essential human truth.

A penetrating perception about human behaviour that results in observing clients from a fresh perspectives.

A disclosure about the underlying motivations that drive people’s actions.

 

Gaining insights is a matter of exercising empathy for your user groups, and can be validated by data collected through surveys, interviews, and importantly: observation etc.

 

Why Your HR Department Should Embrace Design Thinking?

 

 

Design has a tremendous energy to impact human behaviour and thus affect change. When performed well, human focused design improves the client involvement at every touch point, and energizes the formation of product & services that profoundly resonate with clients.

 

So why not apply design thinking to improve the employee experience with the same care given to delight customers?

 

Cisco, AirBnB and Pixar have embraced design thinking with success:

 

  • Cisco hosted a non-tech hackathon to explore a wide range of HR issues with its employees. The result: 105 new solutions for its global workforce of 71,000 people to improve employee experiences in recruiting, on boarding, and learning and development.
  • AirBnB has changed the Chief HR Officer function into a Chief Employee Experience Officer function recognizing that “experience” is the essence of a workplace, especially among millennial.
  • At Pixar, the Employee Experience Manager provides outreach, consultation and support for various groups and individuals. This means lots of face time, and conversations with employees and managers to better understand experiences, challenges, and development needs.

 

Design Thinking is a relative newcomer to the universe of HR yet it brings an awesome family of achievement and proven business profits by the Customer-facing world. No other way to deal with HR development or process redesign holds as much potential to directly drive Employee Experience and shape HR’s commitment to Employee Engagement.

 

The technique is natural and engaging for HR groups, does not require gigantic speculation, promotes lower cost to serve and backings one of the significant reasons why most HR professionals picked a HR career path in the first place: ‘to encourage people’.

 

 

Click Here for Detailed Agenda