Transformation of HR processes based on Employee-Life Cycle IT team

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The product approach requires companies to focus on the needs of their users while creating a product. However, some non-IT companies with their own IT team create products without considering the needs of their consumers. For example, the HR department may develop an LMS without testing it on different employee groups, resulting in a non-working product. To create optimal and comfortable employee cycles, the article suggests using a tool to form HR products that focus on the needs of employees.

Transformation of HR processes based on Employee-Life Cycle IT team

One of the basic principles of the product approach is to focus on the real needs of its users when creating a product. REALLY, if you think about it for a second, why create a product that does not have its consumer! It seems pretty obvious! But, for example, in many non-IT companies that have their own IT team to solve tasks related to the optimization of business processes and at the same time promote a product approach, the main customers for the creation and development of IT products are business representatives who think that their expertise allows them to do this without CustDev (of course, I do not speak for the entire business).

Let’s take the HR direction, which plans to launch an LMS, and its testing is not done by different target groups of employees, but by the L&D department itself. Or C&B, which develops a “genius” bonus system for the IT unit, while all the proposed hypotheses do not reach the end users. Thus, both in the first and second cases we get non-working products.

As part of this article, I would like to offer a tool for forming HR products, the main purpose of which is to create an optimal and comfortable employee life cycle (Employee Life Cycle) in the company for employees.

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