Next Generation HR for 21c Business Success

Irrespective of company size and geography, the objective of an enterprise is to increase revenues and build brand status, often, by expanding into the increasingly accessible global economy.

To achieve this, your workforce needs to be onboard, it needs to be agile, productive and engaged. A successful business has the right tools, processes and technologies to enable a multi-generational workforce to perform to the best of their abilities.

The “digital workplace” is one that enables your employees to have at least the technological experience they have at home, if not better.

For digital natives at the beginning of their career this expectation if far higher than those approaching requirement and will only get greater as Generation Z enters the workplace.

Plenty of research points to employee engagement as the key driver of businesses in the fourth industrial revolution. An engaged employee feels connected to the business and committed to its outcomes. They attract the same, and when this talent is on board, it stays with you. It doesn’t leave for a better experience at your competitor, nor does your talent investment become demotivated.

Reinventing the HR model
Human Resources is core to business success, but not in its traditional sense. HR is no longer a departmental function, it’s a boardroom strategy. The effectiveness, efficiency and innovation of your workforce, even the decision to automate some of this, is held in the data created in your HR and payroll processes.

The rapid pace of HR technology innovation means HR is no longer needs to be restricted to single applications or processes, it can stretch across the entire employee lifecycle, and integrate with all business functions, reporting the most accurate workforce performance intelligence you can get.

Committing to the Next Generation HR
The ‘employee experience’ comes from bringing together employee : employer touch points. Instead of working on local or departmental initiatives, employers think holistically about how HR operations can contribute to delivering a distinctive and frictionless global employee experience. This next-generation HR operating model is delivered ‘as-a-Service’, uniformed, higher-quality and lower lower-cost than standard traditional models, and delivers fast, visible results.

At NGA Human Resources, we distinguish five key enablers to the next-generation operating model:

    • Lean HR & payroll process standards help streamline HR processes to maximise people value and continuous improvement. Employee experiences are built around these standards to ensure compliance, while still allowing for regional or industry-specific options.
    • Digital HR is the deployment and integration of the apps, tools and platforms needed to streamline employee journeys. It transforms the user experience in powerful ways by enabling self-service and the introduction of cognitive agents (‘HR bots’) and artificial intelligence to integrating employee touch points into a digital core. The most immediate benefits are reshaping time-consuming routine transactional and manual HR tasks, while ensuring a higher degree of compliance, convenience and security.
    • HR-as-a-Service opens access to specialist providers who combine innovation with regional and compliance expertise. It’s ideal for highly transactional, legislated processes. It introduces flexible pricing models, scalable services, and bundled expert services (per technology or HR process).
    • Advanced HR analytics is the autonomous processing of data at the crossroads of core HR, payroll and service delivery data. Advanced HR analytics can provide intelligence to improve decision making at various organizational levels and provide a data-focused perspective in an area which traditionally relied heavily on judgement-based processes and personal assessments.
    • Intelligent automation is the combination of technologies that enable process redesign, workflows, natural language processing, machine learning, cognitive agents (such as chatbots), and artificial intelligence. Often, this can reduce or replace human intervention. Intelligent automation is rooted in standardized digital HR processes, enabling advanced analytics. It is considered the key engine of the next-generation HR operating model, giving rise to a virtual workforce and associated productivity increases.


The interview was filmed with Sarah Lockett, Business Correspondent of The Business Debate and Andy Monshaw, CEO NGA Human Resorces.

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