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Are you looking for an Employee platform instead of an HR platform?

The state of art of the current HR tools

When we talk to people within different types of organizations; small or big; they seem to be quite dissatisfied with the digital HR and collaboration solutions they need to use:

  • Or, they have to use too much tools and they don't know which one is used for what.

  • Or, the tools they use are too average and mainstream and don’t support the needs for new ways of working like role-based, human-centric performance and talent management, a role-based and multidimensional org. chart, overall aligned strategy execution, …

The challenge really lies in being able to pick the rights tools and avoid having too much digital solutions.

If you look at the state of the art tools that are offered on the market today, it seems there is almost a disconnection between what people and companies would like to see happening in terms of new ways of working, new behavior, new organizational operating models and the reality of the technology that's available for the HR environment today.

Let's make it a bit clearer: a lot of companies are looking to find the one big HR solution for all their HR processes. Those solutions are often very expensive and take an enormous amount of time to get implemented. But often they are HR process tools, focused on fixed, functional, ‘resource’ management. Those tools ensure that people are paid properly, are accounted for by the right departments, and are billed against the correct budgets. If a manager wants to formally add someone to his or her team, he or she has to call up HR and ask permission to move a “head count” from one box to another. Approvals have to be applied for, budgets have to be consulted, permissions must be granted up and down the chain, until finally the new head count appears in a new box on the org chart.

Those solutions are very slow, top-down and not human-centric. They are not able to stimulate innovation, collaboration and personal fulfillment and they hide the way people actually work together.

Teams are not defined by who reports to whom in which department on an org chart. They emerge from a multitude of requests and acceptances, none of which HR sees, some of which are overlapping, many of which are ephemeral, and all of which are where people’s actual experience of work truly resides. Our current tools are blind to this reality, and so, therefore, we are too.

When you look around for alternatives. You will find out that there are a lot of HR tech startups, all building smart and sometimes fantastic tools, but very niche for one specific thing such as recruitment, planning, continuous feedback, ... There are not holistic enough to support a total new operating model for your organization that is role-based, agile and more self-organizing.

New tools will arise

Next to the ‘typical’ HR tools, they are tools such as Slack, Jira, and Microsoft Teams which help team leaders and members to get real work done. Although these are productivity tools, focused primarily on work rather than team building, organizations are starting to use their data to see who is reaching out to whom, who is inviting who to join a project, who is relying on whom to meet a deadline. In other words, we are starting to actually see the dynamic, ephemeral, informal, contingent, and fluid teams of the real world of work.

This is where Human Reef comes in. We use that data to simplify and humanize the process of finding the right people, matching needs with skills, collaborate across an organization and building versatile teams with the right skill sets and talents.

Human Reef is especially designed for organizations who are looking for a human-centric, holistic, flexible and customizable solution that supports different people processes, all within a future-fit organizational operating model, whether it is inspired by Self-management, Scaling Agile, Holacracy, Sociocracy, Teal organizations,….

The basis of the application is ‘The Human Reef module’. A role-based, dynamic and multi-dimensional org. chart that gives you a great overview over who is responsible for what within the organization, who has which skills, who is working in which teams, who is participating in which projects, communities, …

On top of the ‘The Human Reef’ you can click in some modules:

The reef connector

Allows the people and the organization to connect in order to execute the strategy of the company. The company configuring user can set up a strategic team and asks the system to build teams around it. On the other hand, all employees can bring in suggestions to accomplish the strategy and ask the system to organize themselves around common goals in order to execute the strategy and create value.

The reef moderator

Allows teams to organize themselves, to track their ambitions, initiatives and actions, to speed up decision making and to create discipline for strategy execution with the help of streamlined process flows.

The reef engager

Allows people to apply for new roles within org. chart and virtual teams in order to stimulate their personal development. It also allows people to get structured feedback to setup coaching conversations with peers and team leads. It will also allow people to define and put into play a ‘Personal Goals’ path, which can (but not mandatory) be connected to the employee’s owned or desired roles, responsibilities and skills.

What about the ROI?

With the help of the Human Reef employee enablement platform you can increase the success rate of cross-functional initiatives from 30% to 80% due to the fact that you get:

  • Full transparency over who is working for which company ambitions, who takes which responsibilities, …

  • Overall alignment and follow-up across teams and individuals

  • Maximized employee fulfillment due to the fact that employees can grow and learn and even can find a link between their personal goals and the overall purpose of the organization