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The Future of Human Resources

The stigma is over! What is often thought of as a distant, uninvolved, and discreet department is evolving and becoming so much more. But how did we get here?

It seems HR positions are habitually filled with individuals simply looking to push policies and procedures while not at all worried about their coworker’s success. Human resource professionals should be helping their colleagues with their professional goals and providing guidance. But that is not always the case. Even with so much potential we still have our blemishes.

Businesses now have become heavily dependent on their human resource departments. We are no longer shut off to the idea of change and pursuing new technologies. We are focused on the development of our employees and being the best coaches and mentors we can be. This starts with being open to understanding the root of the problem, developing a plan, and acting on it.

When we began pursuing feedback on how to improve Tallan for our employees we certainly noticed a trend. Our people wanted more communication, especially from the top, transparency into the company and our goals, and improved career development guidance. While researching this topic, Sales Force says 86% of employees and executives cite lack of collaboration or ineffective communication for workplace failures. I’m sure that comes as no surprise, but why is it so difficult to change? An overhaul of these problems seems impossible. But with the right tools and a bit of convincing – it can be done.

Our own Human Resources Director Veronica Tkaczuk has been working in this field for Tallan for 16 years. She began researching a way to change. After several training sessions with our success managers at Engagedly, and internal working sessions of our own, we found a fit. While acknowledging the fact that there is no one solution to all problems, Veronica certainly got close to addressing each one. Engagedly is our new tool that features performance cycles and a goal tracking system while also supporting employee engagement and recognition with rewards. The tough part is introducing a huge change and implementing it in our everyday activities.

We understand that change is hard. Engagedly is ‘just another thing to learn and another program we must check in with’. But it’s not just another program. With the need for corporate communications and general business areas improved, we have to be willing to adapt to this change. Change is the only constant and an aspect of life that we should be accustomed to. However, trying to transform and adapt does take time. And without the introduction of Engagedly a lot of important conversations and questions would not have been brought up. It is beyond worth it for companies to take a risk and see things from a new vantage point. It’s like getting a standing desk after sitting all these years. It’s healthier for your employees and your overall business to try something new.

HR is here to challenge you, as it should be. We are here to help you become the best that you can be. In order to do that we need the proper tools and infrastructure to make it happen. Rather than a set, annual performance review we are giving you an outlet to provide real-time recognition and feedback – to anyone, at any time! You can either publicly praise someone or privately provide feedback. It is that simple! When we dig deeper, we will guide you on setting your own goals. See what your department is working on and align your goals with theirs. Look at what Tallan’s goals are. Yes – you will be able to see the organizational goals. Take charge and see what you can help Tallan achieve and align your goals with the organization. The world is your oyster and Engagedly is the pearl. You spoke, we listened, and now we are all working together to commit to a change.

With these changes comes a new set of challenges. It can be frustrating to handle but I am happy that we have encountered these bumps along the road. It is giving us the chance to ask questions and open a dialogue. I’ve gotten to work closely with some people I might not have otherwise, and that is the point of this. Just because we are seemingly shut off to certain people and departments in the company doesn’t mean it should be that way. That’s the future of HR! We will be more involved, and we are here to listen. We will not be the police of our companies but rather the thought leaders. We have a key seat at the table and will take it seriously. We do not expect or want things to change overnight. Take your time, ease into it, and speak your mind along the way. We have our company to represent and our employees to empower. That’s the future of HR.


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1 Comment. Leave new

Byron Branning
July 12, 2019 11:18 am

Great article!

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