The role of the HR professional has changed dramatically along with the workforce and the economy. Tomorrow’s HR leaders will need to be bigger, broader thinkers and tech-savvy. They’ll have to be nimble enough to deal with an increasingly agile and restless workforce.
To proceed, HR departments must align and commit to strategies and initiatives that are intertwined and dependent on underlying HR technologies.
Keeping HR Relevant
To keep HR relevant, focus on these strategies:
- Understand your organization’s goals, values, business objectives, and direction, not just that of your HR department.
- Recognize the importance of a cloud-based HRMS that integrates all HR systems.
- To position HR as a strategic business partner, use well-understood metrics and workforce analytics.
- Priority should be given to talent acquisition, career management, and overall employee experience.
Know Your Organization and the Value of Human Resources: The rise of HRMS has coincided with the impact of multiple generations in the workforce and the need for significant talent management, candidate relationship management, and an overall engaging and effective user experience. With this in mind, leading HRMS providers have structured their roadmaps accordingly.
Embrace HR Technology as well as the challenges and expectations: The effective use of HR technology must be oriented to add “value.”. HR departments will need to make more information and services directly available to workers via employee and manager self-service (ESS/MSS) on multiple devices around the clock. Technology will also free up time to allow HR leaders to focus more on business strategy and employee career paths.
Understand the Metrics and the HR Vision: In order to enhance organisational capabilities and performance, HR can help align the five major success drivers of people, process, technology, and culture. HR executives and staff at all levels must know the organization’s goal, vision, and upcoming initiatives and directions. HR must know the industry in which they are working, be it manufacturing, healthcare, finance, etc. And importantly, HR must anticipate the information needs of the executive level, if not the Board of Directors.
Focus on Talent Management, Talent Acquisition, Career Management & Employee Experience: HR is responsible for finding, hiring, training, and retaining competent employees. HR specialists must understand the company’s vision, goals, and financial performance. They must also be able to plan effectively and recruit and retain top talent.
The ability to anticipate unwanted turnover by key employees has a strong impact on an organisation’s bottom line. Any opportunity for the HR function to use its underlying HRMS as one system of truth to identify such situations is no doubt value-adding. With improved technology, HR managers will have more time to focus on individuals, enhancing both recruitment and engagement, and thus retention.
The Gig Economy
HR must help determine which tasks can be automated and then reskill those affected. This new workforce will comprise transient workers as well as “gig workers” who will pop in and out of jobs. Some of HR’s remote workers will be very remote as globalisation leads to an increasingly diverse workforce.
Sharing information on talented employees and their potential career paths is an effective strategy. This helps departments find talent when openings emerge. Managers must attract and keep talented employees in a talent management system.
A company that plans for succession planning guarantees the best talent is poised for the next step in their career. Managers must recognise who are “key” contributors and keep them motivated and ready for their next role.
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