As we have an almost endless stream of disruption now, it may be prudent to re-evaluate all of your HR processes as they may soon be irrelevant, too slow or ineffective. Disruption by its nature will create uncertainty, risk and may eliminate processes or whole industries in a very fast time period. Waiting till your organization is affected by disruption may not be the best - consider getting ahead and preparing now !
HR processes have built over time, they are predominantly about people, productivity and longevity - whilst these goals are commendable they may be inappropriate for the disruption ahead.
Your planning, pay reviews, performance review processes may be built on an annual cycle, where designated review times are included and tracked. The nature of disruption is that new and largely unforeseen changes may occur from presidential social media, from trade wars, artificial intelligence or even climate change among many others. If you have an annual cycle and only expect managers to talk performance twice annually you may well be out of date when the discussions occur. There is also the problem of goals set annually may be inappropriate and even unfair if you do not regularly assess and redirect them as disruption emerges. Failure to build new more flexible and disruption ready processes may even diminish staff morale and engagement (despite their intention to do the opposite).
Succession planning, training and career planning are other aspects of HR process that may be too slow and inappropriate for a disruption - you may need to make changes or invoke training more quickly when disruption emerges ! the manager and leader of the future will need to have an eye on the disruption, be able to translate that into gaps and be able to respond in real time - no point in waiting till the next annual review that may be 12 months away. The pressure to cope with this emerging fast change will not be lost on your management or staff - altering processes and preparing people for the faster footing may be in order now.
If you do not have a comprehensive disruption plan, consider assessing and organizing one today for your organisation. Perhaps even read up on the future of management and leadership or book a consultation with Dr Mat who may be able to help you prepare for the impending disruption.
In a Disruption environment leaders will be required to have more skill in this area, be able to explain and influence more change (even if it is in opposite directions and without notice). Leaders of the future must act quickly and yet have time to listen and engage, be able to work in uncertainty and risk.
Consider hiring leaders now with additional skills ready for Disruption ! avoid the lost opportunities of having managers without the leadership skills required.
If you are a Leader or seeking to be one in the future - you need to read, read, read about Disruption NOW ! Those that fail to understand and adjust will fall behind.
Feel free to ask Dr Mat via a chat or email on Leadership, Management or change issues, advice, consulting or mentoring that you may seek.
These and other related topics feature in Dr Mats book titled "Leading and Managing Change in the Age of Disruption and Artificial Intelligence" - written for the modern professional, student and academic - anyone wanting to be ahead on modern Leadership and Management issues.
His book is available through Amazon (kindle version or hard copy can now be purchased) - https://www.amazon.com/dp/1787563685 . This book has been strongly endorsed - so use this link to review the endorsements, or to preview Chapter 1, table of contents and the preface from Amazon (kindle version button) - consider buying this book or recommend it to professional colleagues or friends/family, students and academics.
Dr Mat is also on Twitter - @DrMat14
Consider your own specific situation and seek professional advice before acting directly in reaction to any of the tips on this website, they are intended as general advice only.