Whenever a new idea or innovative research insight is discussed within the Digital HR Program, TI People makes these ideas applicable through digital HR transformation tools. All tools are co-created with the programs’ participating companies to guarantee practical relevance. Actionable tools are a major element of what TI People is all about: Equipping HR leadership teams with the resources they need to master their most crucial digital HR transformation ‘jobs’: Inject ‘Customer Experience of HR’ in your HR Strategy. Increase the Impact of HR. Listen to HR Customers. Monitor the Impact of HR.



HR Digital Maturity Diagnostic

For a successful HR transformation it is vital that HR leadership teams jointly agree on HR digital priorities and ways to incorporate them into the strategic HR agenda of the company. Within two weeks and with minimal disruption of current workflows, the HR Digital Maturity Diagnostic supplies data and insights to an HR leadership team poised to set course towards a digital future:

A key – and continuously updated – insight of TI People research is the Digital HR Transformation Framework that identifies all elements that truly add value to the digital discussion. The HR Digital Maturity Diagnostic analyzes the specific maturity of a company in each of these HR digital elements. It does so by putting the company’s actual maturity into perspective: The tool provides maturity levels for HR digital elements relative to their importance for the company, relative to the company’s specific implementation risk and relative to a peer benchmark. Core of the analysis is a self-assessment of indicators for HR digital maturity by the HR leadership team. Optionally, it can be augmented by looking at the perspectives of business leaders or other major stakeholders, e.g. the IT function. The assessment is done by an anonymized online assessment that takes 45 minutes to complete for each HR Leadership Team member.


HR Digital Roadmap Builder

One of the jobs of an HR leadership team when it comes to digitally transforming their function is the coordinated implementation of digital elements of their strategic agenda. And this is exactly what the HR Digital Roadmap Builder is designed to support:

Once the priorities of a digital HR transformation are defined, companies need a roadmap for a coordinated implementation of these priorities. The HR Digital Roadmap Builder is a toolbox for project teams to define and execute the HR Digital Roadmap – a self-service toolkit, that is based on a step-by-step implementation guide and a set of proven templates for running a digital HR transformation project. By using this toolkit, HR digital project teams can reduce their project management effort by as much as 30 percent.


HR Design Thinking

To make HR as a function more agile and more customer-centric, Design Thinking provides a very helpful set of methods and approaches. Together with our clients and with globally renown thought leaders in design thinking, TI People has developed an HR Design Thinking Toolkit. It helps in upskilling HR professionals on design thinking concepts and provides a step-by-step approach in order to avoid common pitfalls. One of those pitfalls to avoid is creating a ‘flash in the pan’ through a ‘cool concept’, but with little business impact.

The HR Design Thinking tool is comprised of templates and learning material for design thinking techniques like World Café, Research, Stakeholder Map, Starter Pitch, Prototyping, Desktop Walkthrough, and Service Blueprint. As such, it is a complete and comprehensive change management tool for the HR function to become an agile, customer-focused partner to solving the key talent issues of an organization.


CxHR Toolkit

The CxHR Toolkit is the only toolkit on the market that makes the concept of ‘Customer Experience of HR’ (CxHR) actionable for large organizations. It consists of two tools: A tool for the agile design of HR services and a tool to measure the customer experience of HR.

Both of course are interdependent: With the design tool, HR teams apply design thinking methods to optimize the ‘Moments-that-Matter’ for their employees (and managers, candidates, freelancers respectively). And they re-design the experience of customer ‘personas’ at specific ‘touch-points’, e.g. the 2nd candidate interview in recruitment.

And then – when the experience improvements are implemented – the teams measure the actual customer experience directly at the touchpoint level and at the level of the entre Moment-that-Matters. The measurement itself is a mobile ‘one-click’: Net Promoter Score (NPS) or Customer Effort Score (CES) are the only KPI to measure experience. In addition, we ask for positive and negative impressions in natural language. And as the measurement tool uses the definitions of Moments-that-Matter, personas, touchpoints from the design tool, we are able to provide a true apples-to-apples benchmarking of the customer experience.