Using a HR system is great, and getting advice on building your own HR processes is even better, but being able to support this and action everything through a system that’s custom built to your organisation’s unique needs? Now that’s where the magic happens.

This process is about challenging the norms in your organisation and throwing “we’ve always done it this way” out the window – especially when the old way simply isn’t working.

It’s easy to become trapped in the mindset of things needing to be done a certain way, but what if you could go back to the drawing board and figure out the best way. This is where you’ll identify efficiencies and start building out a better employee experience at the same time.

After all, every organisation is different, and while there are best practice templates that can work for most, the only way to truly find what works perfectly for you is to configure a solution of your own.

Why should I build my own HR IP?

Using a people management platform like intelliHR, you can design configurable workflows, created to suit your needs. This customisation comes with a range of flow-on benefits including:

• You can gather the exact feedback you need
• You can deliver an experience that your team values
• You can gain dynamic and aggregated team insights, loved by your executive team.

Let’s explore these benefits further.

Gather the feedback you need

While there are best practices that apply, every business is ultimately different, and with this comes different needs. This is why there’s not much benefit in using generic feedback forms or employee surveys.

Within intelliHR, we’ve provided best practice templates as a starting point, but the key is – they’re fully configurable.

• Need to ask different questions? You can include any questions you like!
• Want to make reporting a breeze and include your own custom rating scales? We encourage it!
• Need to send different types of check-ins at different times? Go for it!  

The key to a strong process is the blend of industry-specific knowledge with best-practice HR frameworks. Something to consider is who in your business might hold your industry specific knowledge? Utilising key employees to help with the development of a process (such as putting together an onboarding journey suitable for your context, or a continuous feedback loop) will help with designing a method that closer resonates with those that are actually involved in completing the process.

Deliver an excellent employee experience

A further benefit of building out your organisation’s own HR IP, is it can be tailored around offering the best possible experience for your employees and their unique needs. This goes as far as allowing for custom designs that use your company branding, or even including videos and GIFs.

For example, normal processes like monthly one-on-one meetings are easy enough to implement in an office environment, but for staff who work in-the-field or in a different location to their manager, this is difficult (and sometimes impossible). By creating your own continuous feedback process that can be completed online, from any device, everyone in the organisation can now participate in this process in a way that works for them – delivering a great experience they will appreciate.

The best part is, not only can your processes be customised, but they can be continuously improved over time. It’s easy to make changes when needed, so when you receive feedback from staff that something is not relevant for them, or it’s time-consuming or difficult to use, this can be taken on board and processes can be tweaked to alleviate these issues. Not only does this add to a better employee experience, but you’ll increase adoption, and hence capture better data over time.

Improve the quality of data captured

This brings us to our next benefit, being able to capture more accurate, relevant and timely insights about your organisation. At any point, if there is a need to capture specific insights required to help with decision making, this can be achieved by setting up a purpose-built continuous or once-off feedback form.

And intelliHR doesn’t just gather data from continuous feedback; as all HR processes are completed in the system, there is an analytics view available to track almost anything you might need to know, including compliance management, training records, goal progress or even outstanding tasks.

Capturing this data is a critical part of evaluating your HR IP, too. Being able to measure progress and improvement across the organisation allows you to determine if it is working. After all, what is the point in going to all the effort of developing your own HR IP if you can’t evaluate the impact it has on the business?

What can I build?

It will vary depending on your software of choice, but here is a snapshot of which automated HR processes and features can be configured to your custom needs using intelliHR:

• 360 Continuous Feedback
• One Click Performance Reviews and Reporting
• Training
• Diary Noting
• Goals and Collaboration
• Organisational Charting
• Employee Lifecycle – Onboarding and Offboarding
• Productivity
• Record Keeping and Access
• Qualifications Management
• Planning and Financial Drivers
• Workplace Health & Safety

How do I get started?

To start with, you’ll need a highly configurable people management platform to build out you processes in, like intelliHR. To create your processes, you may want to work with a HR consultant to plan these out before putting them into practice. Those getting started with intelliHR will be guided through the process by our Customer Success team, who double as HR advisors and system experts too!

So how do we achieve this? One key method adopted throughout all of intelliHR’s IP and development processes is design thinking. Incorporating design thinking into the research and development of a process can be a key difference in understanding what true problems you are trying to solve with a given process, as well as where immediate value sits.

Design thinking can help eliminate assumptions around how you might need to onboard an employee for instance, and instead pinpoint key events during an employee’s first 6 months that can be enhanced with company culture specific activities. Applying this type of methodology is also key in identifying efficiencies in people’s roles during a process, and contributes back to the employee experience where a process goes from manual or paper to an online, interactive environment.

Ready to see for yourself how it’s done? Get in touch to see how we can help your business create it’s own HR IP.