Is your HR Strategy ready for the intention economy?

I sit here typing this post during the first week of the second decade in the 21st century however some many organisation’s HR strategies are still stuck in the 20th century.

Let me explain.

Today most organisational HR strategy is based on a asynchronous model where the organisation does something and at a later time employees react. For example a new performance management policy is released, at a later point in time employees execute the performance review process. From an alternate direction an employee’s productivity begins to drop over time this becomes an issue so the organisation executes the performance improvement process.

Many organisations are aiming to move to a more synchronous environment, or real time. Here we have live chats on the career pages, real time updates on recruitment processes and continuous learning and performance management. In practical terms this can be thought of as HR dashboards and score cards that are updated live during the business day.

Real time is only part of the story the real value comes from understanding intentions. For example knowing that employees with 3 years service in the marketing department who have not changed roles in 6 months are your greatest risk of leaving and therefore Mary needs a role change. Or where a senior top performer plans to travel to a different office location your talent management system automatically suggests potential employees who could benefit from a mentoring session. Another example is where an employee is attending a conference the systems identify other employees, based on internal content, who would benefit from either also attending or receiving a briefing their return.

Intention based HR builds on the idea of predictive analytics but takes things further. Yes this is a long way off but leading organisations will start to experiment with these ideas over the next year or two. For example what could you do with these ideas; people who are looking for work in real time, or who hate their job?

On a side note based on the latest Cedar Crestone HR Technology survey only 10% of organisations have implemented predictive analytics.

(Note: I built on the ideas proposed by Jeremiah Owyang.)

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