HR Pulse

Perhaps systems thinking will push HR to the next level?

HR - as an organisational function - has had a difficult time in establishing itself as something other than an administration function. The average employee – and I've asked - believes that the HR department is only the link to everyday issues. On the contrary, HR - if viewed from a systems theory approach - can be quite powerful in adding to the success of an organisation's most important goals and objectives. More and more, organisations are becoming aware of this fact and it's this change of consciousness or way of thinking that'll push HR to the next level.

HR is the product of a movement in the early 20th century which sold the idea that business value could be created by strategically managing a business' workforce. Though it's evolved – from being largely admin-focused - further planning and understanding of the discipline will lead to it developing to its full potential.

Systems thinking can assist to change how you think about HR

The first thing to remember is that it all starts by looking at the employee as the centre of the HR system and as long as all elements lead to this centre, success will be inevitable. It's the employee who'll perform the tasks and complete the projects that will lead to the company being prosperous. This means that it's HR's responsibility to grow that core appropriately and efficiently.

Taking the time to ensure your employees are happy is the best way to ensure the company's success. As some of us have already come to know, different things make different people happy. Small decisions like hiring the right person for the right role, recognising them for good performance or defining career development plans for them can make all the difference!

Globalisation has led to HR needing to become a true business partner. This movement has brought with it continuous changes in education and technology, and frequent fluctuations in economic status and structures. All through that, HR remains the oldest and most efficient of all management structures as it is vital to support the employees in your organisation.

How can systems thinking be applied to HR?

You can apply systems thinking to HR on a high level by using a functional, structural or interpretive systems approach.

• A functional systems approach looks at how a business is managed in terms of its policies, procedures and plans. For example, how KPIs can be linked to systems to improve performance levels based on ratings and how those ratings can be used to figure out possible career moves.
  
  
• The structural systems approach looks at how we can plan improvements in decision-making within an organisation. Quick fixes to problems are usually what lead to more problems and in some cases, worse problems. By using structural systems thinking you try to find the root of the problem and see that it's in fact linked to other elements. With this holistic view, you're able to solve it properly not only for now, but for the future as well.
  
  
• The interpretive systems approach involves using both of the above ways of thinking and is also sometimes referred to as the 'emergent approach'. It takes into account both human-designed systems (systems of work) and also social systems (workplace relationships) and how they interrelate and affect one another.

According to sHRM statistics, over the last two years one of the top trends in HR is simply finding skilled workers. If this is the case, why do we continue to neglect the system in which the employee thrives, grows and changes? All of the sub-systems – such as employee well-being, career growth and development, etc. – in the greater HR system can contribute to developing the employees we have into the skilled workers we need.

How can you begin to move your organisation to systems thinking?

There are simple and complex ways to approach answering this question. My view is that HR shouldn't continue to place importance on the administration of the process but rather redefine it so that the process becomes standardised and uncomplicated. A simple example could be using IT systems to do routine paperwork instead of employees facilitating the process.