_{This is part two of our three-part blog series on Systematic HR and its transformative potential.
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Systematic HR explained: Core components and AI’s role

In our introduction to Systematic HR, we likened its comprehensive approach to being a "full stack engineer" in HR. Let's have a deeper look into its core pillars:

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1. An holistic approach & skill based organizations ‍

In the landscape of Systematic HR, these are no isolated tasks but interconnected cogs in a well-oiled machine. The effectiveness of one directly impacts the outcomes of others, creating a ripple effect throughout the organization. All the HR functions work together seamlessly and solve challenges from a holistic perspective. For example, a well-thought-out recruitment strategy doesn't just fill vacancies; it sets the stage for higher retention rates. ‍

‍A skills-based organization is one that prioritizes skills and competencies over traditional job titles or hierarchical positions. In such organizations, the focus is on what an individual can do (their skills and abilities) rather than what their job title suggests.

‍Best Practice:

• Foster transparent communication across HR teams and platforms to visualize processes and share knowledge.
• Map the employee journey to identify touchpoints and challenges.
• Move towards a skill based organization.

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2. Talent Intelligence tools

In Systematic HR, data is the cornerstone, and Talent Intelligence Tools can utilize this data into actionable insights. These tools offer a comprehensive view of talent dynamics, crucial for skills-based organizations. They not only map existing skills but also predict future skill demands. By analyzing patterns and trends, they guide learning strategies, ensuring the workforce is future-ready. Additionally, they spotlight skill distributions, aiding in precise recruitment and succession planning, aligning hiring with the organization's evolving skill requirements.

‍Best Practice:

• Prioritize holistic talent intelligence tools or consider internal dashboards.
• Train HR teams in data-driven planning.
• Invest in people analytics - both systems and professionals. 
• Establish a feedback mechanism for tool refinement.
  
  

3. Process automation and AI's efficiency‍

Automation, supercharged by AI, is now a must-have tool in today's HR. It not only makes routine tasks easier but also improves them by making them more accurate and tailored to individual needs. For example, AI-powered chatbots can handle routine HR queries, allowing professionals to focus on strategic tasks. This fusion of automation and AI ensures HR processes are efficient, adaptable, and tailored to individual needs.

‍Best Practice:

• Balance automation with human touch.
• Identify tasks suitable for automation.
• Opt for customizable automation tools.
• Periodically review and refine processes.
  
  

4.  Continuous learning‍

Continuous learning is essential for everyone. It promotes a culture where all employees are motivated to consistently enhance their skills. As organizational torchbearers, leaders need more than just industry expertise; they require emotional intelligence, strategic foresight, and the capacity to motivate teams. Within Systematic HR, leadership development extends beyond conventional training, emphasizing real-world application and adaptability.

Best Practice:

• Promote a culture of continuous learning.
• Leaders need learning beyond industry and functional expertise.
• Offer diverse learning opportunities.
• Gather feedback to refine learning initiatives.
  
  

Systematic HR is more than a methodology; it's a mindset. As we continue this series, our next installment will spotlight the future trends shaping Systematic HR.

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