We asked him 7 questions on Digital HR and HR Analytics. He gave us 7 brutally honest answers. If you expect a peek inside his brain to get all the details on the technical and statistical side, you're in the wrong place. Bruce Fecheyr-Lippens (SVP, Global Head of Innovating Ways of Working, Digital HR, People Analytics at Solvay) speaks about his holistic approach, about the link with employee experience and the connection between digital and human.
A lot has been said about the future of work. The truth is, our so-called ‘best practice’ HR programs and processes are not even solving today’s workplace challenges anymore. What HR needs today, is a thorough understanding of the employee needs together with more co-creative working methods. And design thinking can play an important role in this.
A sunny Friday morning early September. Bruce and Frédéric, his partner in crime of the Digital Office, drag the last table to a sixty square meters space in the Solvay office in Paris. Just a month before, they received the final go for building a brand new internal Design Studio. They rolled up their sleeves to get this done in just a month. The budget was limited, but Bruce’s belief that this was what Solvay needed was exponentially bigger.
Gamification is about applying gaming principles to other areas than gaming. It's already used in areas like marketing and sales, and in lots of applications we use on a daily basis. The last couple of years, it's also increasingly mentioned and used within HR services and activities. Like with many new approaches, at first the applications are rather superficial, like adding badges and leaderboards in your solutions and nothing more. In those cases, the techniques and artifacts are a goal in itself.
Understanding the employee's life cycle is very important to improve the experiences of the employees in your organization. It is a way to describe the different stages that an employee goes through during his or her interaction with your company. The method comes from marketing, where the 'customer lifecycle' is successfully used to think and work in a more customer-oriented way.
What skills will HR professionals need in the near future? In order to answer this question, it makes sense to look at the new roles that arise within HR as a result of digitisation and new technology.The speed of change brings unique challenges to the HR function, which can only be met if HR succeeds in reinventing itself.
We often hear what doesn't work in our HR strategy and processes... The annual engagement survey? Interesting exercise, but too often without solid follow-up. The performance management system? In many cases a 'check the box' exercise that nobody really likes. The annual succession planning? Great intentions, but in the end we often appoint someone else for our key positions.
Employee Experience is a buzzword and is fairly superficial as long as it just is a new name for the same thing. It's only when this rebranding of HR is combined with a new mindset, attitude and with new skills that you can truly expect different results of employee experience design in your organisation.
Employee Experience Design is the intentional creation of meaningful experiences at work. It requires a deep understanding of the employee needs, a clear view on the moments that matter most and a cross-functional collaboration to get it right. Meaningful end-to-end employee experiences drive engagement and help employees to deliver their best possible work.