Whether it’s administrative paperwork, project plans or performance objectives, gamification will be used to influence the way work gets done. Gamification is the key to measuring and understanding work pacing and flow in information work.
If the department’s job is to manage, maintain, evaluate, improve and dispose of assets, that’s where it’s focus will be: on the assets themselves and not on the work. Owning and managing the list of assets is interesting and important, it is far from strategic.
In a world of rapid feedback in large volumes, employees are looking for clues about whether to stay or to go. There are a ton of variables that can be combined to create a really meaningful assessment of one’s prospects within a company.
Any competent analysis of solutions has to include an assessment of the fit between customer and supplier. To say that this is missing from the game today is to engage in dramatic understatement.
Referral programs harness the energies of a few very specific types of people. While automation can reduce the complexity of referral programs, it is unlikely to significantly increase the yield of those programs.
Most software products and services are developed in the absence of clear understanding of the customers. That’s a good part of why technology adoption rates are so low in practice.
Technology does not make recruiting easier. It makes it better and more precise. Great tools increase the level of detail that can be managed.
With the possible exception of a strange exercise offered by the OD department, few employees smile when they think of HR. Between administrivia, Employee Assistance, payroll, training, recruiting, referral programs, absence management and the rest of it, HR has the very tough job of explaining and implementing infrastructure.
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