You're torn between innovative HR solutions and routine tasks. How do you strike the perfect balance?

Following same policies over the years does not make sense as everything needs upgradation/changes at times. Making employee friendly changes in policies,understanding the requirement can take the organisation long way Small rewards to team along with proper quarterly awards can serve you in undefined positive ways.

Prioritize Strategic Goals: Allocate dedicated time each week for exploring and implementing innovative HR solutions aligned with organizational objectives. This ensures that innovation remains a focal point amidst daily tasks. Delegate Routine Tasks: Delegate repetitive or lower-priority tasks to capable team members or leverage automation tools to free up time for strategic initiatives, allowing you to focus on driving innovation. Schedule Creative Sessions: Set aside regular brainstorming or innovation sessions with your team to generate and refine new HR ideas. This collaborative approach fosters creativity and ensures continuous improvement while managing routine responsibilities effectively.

Acredito que para encontrarmos um equilíbrio entre soluções inovadoras e atividades rotineiras, é adotarmos uma postura de adaptação e reinvenção frente às mudanças, encarando como um desafio. Aceitar e entender às mudanças como algo estratégico para o sucesso organizacional, também é importante. Hoje se mantém algumas atividades rotineiras alinhadas à inovação e usamos ambos ao nosso favor, melhorando os processos de Gente e Gestão. Todas essas mudanças contribuem para uma compreensão mais profunda acerca das necessidades e comportamentos dos colaboradores, tendências de engajamento e satisfação e, consequentemente, a equipe de Gente e Gestão tem a possibilidade de serem mais assertivos com os processos, pessoas e políticas.

In today's fast-paced world, being innovative is a must have skill. But on the same hand your BAU is also essential to keep going. Striking a balance in being innovative and routine is essential to maintain efficiency and fostering growth. This can be achieved by - strategically identify the routine tasks to be automated - Choose and utilize the tech tools to automate - Being updated with latest trends is required so keep learning and encourage your team to do the same - Collaborate and communicate regularly with your team to understand their challenges and insights. Collaborating/brainstorming provide opportunity for innovative solutions - Have channels for feedback to continuously improve both routine and innovative projects

Equilibrar soluções inovadoras de RH com tarefas rotineiras é um desafio comum para profissionais da área. Encontrar o equilíbrio perfeito é crucial para garantir a eficiência operacional e, ao mesmo tempo, promover a inovação e o crescimento. Ao aplicar essas estratégias, você pode encontrar um equilíbrio eficaz entre a execução eficiente das tarefas rotineiras e a implementação de soluções inovadoras, garantindo que sua consultoria de RH se mantenha competitiva e preparada para enfrentar os desafios futuros.

Encontrar el equilibrio perfecto entre soluciones innovadoras de recursos humanos y tareas rutinarias empieza por evaluar las necesidades específicas de tu equipo y organización. Primero, identifica qué procesos rutinarios pueden automatizarse o delegarse para liberar tiempo. Luego, dedica ese tiempo a explorar y implementar estrategias innovadoras que puedan mejorar el entorno laboral y la eficiencia. Mantén una comunicación abierta con tu equipo para ajustar continuamente el enfoque según sus necesidades y feedback, asegurando así que tanto las tareas diarias como las iniciativas innovadoras estén alineadas y equilibradas

"Tailor innovations to your actual needs." Before diving into new solutions, carefully evaluate what your organization truly needs. Understanding which areas require innovation and which are functioning well with existing processes helps prioritize where to focus your efforts.

Assessing needs effectively is crucial in various aspects of HR, whether it's talent management, training, or organizational development. Clearly define the purpose and scope of the needs assessment. Determine what specific area or function you are assessing (e.g., training needs, recruitment needs, organizational development needs).

Como consultor de recursos humanos, coincido plenamente con la importancia de una evaluación exhaustiva de necesidades para el éxito de las iniciativas de RRHH. Peter Drucker, reconocido padre del management moderno, enfatizaba comprender las necesidades organizacionales desde la base. Hacerlo implica no sólo dialogar con empleados en todos los niveles, sino también estudiar detenidamente los flujos de trabajo. Este enfoque permite identificar áreas donde innovaciones en RRHH pueden realmente agilizar procesos. Según Dave Ulrich, especialista en liderazgo, alinear estrategias con las necesidades reales de la fuerza laboral asegura cambios efectivamente relevantes, optimizando así el rendimiento y la satisfacción del personal.

HR has to be closer to our employees. Through couching not only managers, also other employees, we can create a stabile and productive environment.

1. When there is a lot going on, I've found that using the Eisenhower Matrix to categorize tasks by urgency and importance, helps to focus on what drives the most value. 2. Allocating specific time slots for different activities helps to balance different types of work. For example, I've noticed that in the morning hours I do my best thinking, so I block morning hours for more innovative work. 3. It's good to remember that others are also capable and even motivated to do many of the things on your backlog. Make sure that you recognize how to share ownership and let others run both innovative and routine work as it makes sense. Also bringing in people from other teams has often proven to be a good move in co-creating valuable solutions.

When I am into similar situation: I prefer managing my time efficiently and first finish ups the task that requires my least time or contribution. The same is something I Suggest my team members. Still if this does not works at times then I prefer setting up tasks priority wise as somewhere we always know what can be managed tomorrow or what requires the most attention at the moment. This has helped me so far.

El tiempo es uno de los recursos más valiosos que tenemos y tal vez sea el más descuidado en muchos aspectos, sobre todo en su mala administración. Poder lograr una planificación, organización y una mejor administración de este recurso nos permitirá generar espacios para desarrollar innovación mientras realizamos nuestras tareas diarias.

"Allocate time wisely between tasks." Effective time management is key. Dedicate specific blocks of time to explore new ideas and technologies, while ensuring that routine tasks are not neglected. This helps maintain operational stability while exploring enhancements.

Una de mis frases preferidas al momento de implementar un cambio de raiz es : ¨no podemos pasar de 0Km a 100Km¨ Por esto coincido en la importancia de integrar gradualmente, hacer pilotos en un publico determinado y correr ambos porcesos ( el nuevo y el viejo al mismo tiempo) De esta manera reducimos el riesgo de una mala experiencia del usuario, nos permite ajustar los detalles necesarios para garantizar el exito de la nueva solución.

Based on the assessment findings, develop a clear action plan that outlines objectives, strategies, timelines, responsibilities, and resources required to address the identified needs. Implement the action plan systematically, ensuring clear communication and support from leadership. Monitor progress closely and make adjustments as needed.

"Step by step brings sustainable success." Introduce new systems or processes gradually rather than all at once. This phased approach allows for adjustments and learning along the way, reducing disruption to everyday HR activities.

La introducción de soluciones innovadoras en RRHH debe hacerse gradualmente para gestionar la transición de manera efectiva y facilitar la adaptación del equipo. Según John P. Kotter, autor de "Leading Change", un enfoque escalonado, comenzando con programas piloto o implementaciones a pequeña escala, es crucial. Esto permite evaluar el impacto, recoger retroalimentación y hacer ajustes necesarios antes de un despliegue a gran escala. La metodología de "mejora continua" de W. Edwards Deming también apoya este enfoque, al enfatizar la importancia de iteraciones y ajustes basados en resultados reales. Así, se mitiga el riesgo y se asegura una adopción más efectiva y duradera de las innovaciones en toda la organización.

Todos aprendemos a gatear antes de correr y siempre existe una curva de aprendizaje, por lo tanto la implementacion de cambios es igual, siempre se debe de considerar iniciar de a poco la integración de proyectos para terminar con el resultado esperado. Así como dividimos una gran tarea en tareas más sencillas lo mismo se puede hacer con los proyectos, teniendo así personal preparado para implementar innovaciones, acompañarlos en todo el camino a su término y posteriormente dar seguimiento del mismo. Esto permitirá que el personal gestor y el ejecutor puedan acostumbrarse a las nuevas rutinas y atender los conflictos que se presenten.

Medir el impacto de una nueva solución en RRHH es fundamental para asegurar su efectividad y alineación con los objetivos organizacionales. Según Peter Drucker, "lo que no se mide, no se puede mejorar", lo cual subraya la importancia de establecer métricas y objetivos claros antes de la implementación. La metodología OKR (Objectives and Key Results) de John Doerr ofrece un marco eficaz, permitiendo definir objetivos específicos y medir el progreso de manera continua. Revisar periódicamente estos KPIs ayuda a identificar desde el inicio cualquier divergencia y a realizar ajustes necesarios. Este enfoque basado en datos proporciona una comprensión profunda de la efectividad de las innovaciones y facilita la toma de decisiones informada.

"Measure the effectiveness of new implementations." Regularly assess how new tools and strategies are affecting HR outcomes. Evaluation helps determine if the innovations are meeting their intended goals and allows for tweaking or scaling as needed.

Continuously evaluate the impact of changes implemented and be willing to adjust strategies based on feedback and outcomes. This demonstrates a commitment to continuous improvement.

Ante cualquier proyecto debemos considerar 3 tipos de objetivos: del proyecto (que se espera logar), de la implementacion (que tareas y en que tiempo deben de cumplirse) y de seguimiento (los indicadores que sirven para medir su integración al sistema). Todos estos deben ser definidos durante la etapa de planificación para dar coherencia general al mismo y se debe considerar que estos pueden cambiarse o modificarse de acuerdo a las necesidades de la organización o el proyecto mismo. De igual manera deben considerarse herramientas de medición adecuada para estos control o de lo contrario los datos y seguimiento serían inútiles.

I've found that growth mindset and "the power of yet" are a great foundation for fostering a culture that is focused on continuous improvement, drive and future opportunities. Also, as a leader you can reframe the right kind of failure as learning, look at challenges as opportunities, find problems interesting and approach the unknown as a white space for exploration. Good further reading on these concepts and more by Carol Dweck and Amy Edmondson

Along with fostering culture that helps is positive culture. Being an HR it is an unsaid duty to make the environment positive,steps I have taken for this so far are: 1)employee engagement and employee wellness activity. 2)Team outing 3)Being available for the employees whenever needed professionally as well as for personal suggestions ,as that personal touch is always required. 4)Understanding them before reacting helps most of the time as I believe sometimes they react due to personal or unsaid issues which they holds for long and understanding them at that point helps in employee relations in a positive manner.

"Cultivate a culture that balances innovation with reliability." Encourage a workplace culture that values both creativity and consistency. This cultural balance ensures that while innovation is pursued, the importance of routine tasks and stability is not undermined.

La función de Recursos Humanos requiere ser vista por los demás miembros del Staff como una función que VERDADERAMENTE APORTA VALOR a la Organización. Se necesita pasar de elementos cualitativos a cuantitativos. Este es el reto . Contar con métricas para la función es FUNDAMENTAL. HR., debe dejar de ser considerada solamente como una área de gasto, o en algunos casos vista como un MAL NECESARIO.

Prioritize Tasks: Determine which tasks require immediate attention and which can be scheduled for later. Use Technology: Leverage automation tools to handle routine tasks, freeing up time for innovative solutions. Delegate Wisely: Assign routine tasks to team members capable of handling them, allowing you to focus on strategic initiatives. Continuous Improvement: Regularly review and adjust your processes to ensure efficiency and effectiveness.

Balance is always a delicate act. When you have more than one innovation initiative make sure you evaluate your return on investment and consider that any implementation will usually take more time than anticipated- if you are rushed because of a deadline there are many chances there will be failures in the process

"Keep communication channels open." Ensure that all team members are on the same page about the balance between innovation and routine tasks. Open communication helps align efforts, reduces confusion, and enhances team cooperation. Additionally, be prepared to provide training and support as new systems and technologies are implemented to ensure smooth transitions and full team engagement.

Being a leader in this VUCA world means change is (!)your daily routine. It´s your responsibility as a leader but even more in the people& culture function to support employees and other leaders and encourage the Executive Management to be the role of models of change. The Executives are able to establish securitiy and trust within the company these values support change

In indian culture it is said somewhere your happiness and heart is related to your stomach(food) 1)And I believe serving team even with small brunches, snacks once a month helps a lot. 2)Flexible timings is something like a reward to a team as not bounding them for one shift of 8 hours and giving flexibility is something makes them stay. 3)Financial helps whenever required 4)Team Activities and celebration of even small occasion makes them motivated in unexpected ways.