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Dan Wilson.
PlantMiner
"intellHR has allowed us to treat an employee, based overseas, as if they were based in the office."
Sarah Gatehouse.
Fujitsu General Australia
"
In 2016 we rolled out intelliHR, and in 2017 we had our best financial year yet. That makes a massive statement to show how valuable an investment in people and technology can be."
Sarah Gatehouse.
Fujitsu General Australia
"With the implementation of intelliHR, the improvements in our culture are clearly visible. intelliHR is a tool that helps with our strategic cultural goal of being a great place to work, with improved engagement, communication and goal management now well on track."
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By Ton Dobbe – Chief Inspiration Officer, Value Inspiration
Every week I interview entrepreneurs and experts from around the world to share their big idea about new forms of value creation and the potential we can unlock when technology augments the unique strengths of people to deliver remarkable impact.
I got inspired by the big idea behind intelliHR hence I invited CEO Rob Bromage to my podcast. We explore the secrets of driving performance through people in order to become a high-performance organisation. We dive into the role of disruptive technologies such as predictive analytics and natural language processing, and how these tools can raise performance and engagement.
“There are a number of really big problems that we are trying to solve. The first one is actually…It sounds really funny, but trying to use technology to help people connect together really well. I’m trying to get technology out of the way, so it is just about that meaningful conversation.”
It’s a common theme these days – creating more impact by “getting technology out of the way”. I’ve referred to this many times as ‘The best UI is No UI”. It’s refreshing to see it’s a central theme in intelliHR’s product strategy. They’ve actually made it their mission to be the most valuable, most addictive solution for their customers. One way of approaching that is by making the shift from administration (what HR typically has always been about) to augmentation, for example by using the latest technologies to predict positive and negative sentiment, and with that give nudges to managers to have meaningful conversations with their staff – at the moment it matters. This drives engagement – at both ends.
There’s a larger benefit connected to this – taking performance to the next level. As Rob quotes:
“The part we’ll be able to see is something as simple as someone feeling bullied or being very aggressive around performance. It really puts a business in the driver’s seat to be able to react to things. Equally, some of the data on highly positive things gives them a really good understanding to see where those high performing outliers are, and where that actually sits.”
This level of insight can give organisations a solid advantage – constantly being able to take performance to the next level, by sharing what works (or what doesn’t) and by recognising people and their efforts to do good. It also enables organisations to transform the traditional role of HR. As Rob rightly quotes:
“If they’re [HR] spending their time on administrative or compliance tasks, they are wasted asset in my opinion.”
By using technology this way HR’s focus can shift towards connecting the customer strategy with the people’s strategy or the people strategy with the customer strategy. That’s where real value is created.
Listen to the big idea behind intelliHR, and why it has the potential to transform the impact project-intensive organisations can make by augmenting their project managers in the right way.
![intelliHR](https://intellihr.com.au/wp-content/themes/ihr-wpTheme/assets/images/ihr_smile_white.png")
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