HR is UX
Over the past few years, I’ve written repeatedly about simplicity being fundamental to the future of organisational management. I’m not alone, and increasingly there is a trend to recognise this. You know that when Deloitte starts referring to it as an emerging trend that it is no longer niche.
And whilst it is well acknowledged that simplicity is harder to achieve than complexity. I think, simplicity is…..well a little simple.
For me, the future of HR management lies in a concept that is often attributed to technology, but has as much, if not more, to do with human interaction. I’m talking about “user experience” or UX a term that didn’t really exist in this way until the mid 90s.
But UX and the approach to it can inform our HR and people management practices both in our use of technology and in the wider approach to employees.
It’s Sunday at time of writing and I’m feeling a bit lazy, so let’s borrow from Wikipedia the main benefits of UX based design,
• Avoiding unnecessary product features
• Simplifying design documentation and customer-centric technical publications
• Improving the usability of the system and therefore its acceptance by customers
• Expediting design and development through detailed and properly conceived guidelines
• Incorporating business and marketing goals while protecting the user’s freedom of choice
Anyone arguing with any of those? No, I thought not. But do we really practice it?
Think about when you open a new technology product. Let’s take an iPhone. The design, the presentation, the simplicity that belies the complexity beneath, the configurability and personalisation, the navigation and experience. Think of the excitement you felt the first time you saw or experienced one.
When smart phones came in to existence, nobody could see the point. The seemed like an expensive, laborious waste of time and money. But in time we’ve come to find them an essential that we can’t live without.
Now there’s a thing…..