In very simple words, Design Thinking is a creative problem-solving process that has a human-centric approach to it. It is used to reach valuable solutions for all the stakeholders involved and provide them with meaningful experiences. Traditional methodologies give little importance to the experience of the target audience, unlike Design Thinking. It is a process that gives space for complex problem-solving in a highly human-centered way.
The Design Thinking process of building products is mostly similar to this, irrelevant of where it is applied:
Following the definition of Design Thinking, the target audience with HR is employees. Design Thinking allows HR teams to deliver the best possible employee experience by empathizing with the employees. This process of designing policies and programs for the employees and other stakeholders allows the managers to deliver innovative HR solutions that give the best employee experience.
Applying design thinking in HR means that the policy builders are putting themselves in the shoes of the employees and designing every HR process in such a way that employee experience is kept a priority. If we look at this way of thinking, it also implies that the employer is building a strong employer brand in the eyes of the current and upcoming employees. Employee retention rates can be improved on a large scale with this approach. The top performers go where they are valued the most, and Design Thinking is a way of conveying to them that their experience at the company is a priority for the recruiter. This ideology can revolutionize how HR works.