HR leaders are critical to the success of every organization. They do much more behind the scenes than many people realize. Without them, businesses wouldn’t have dedicated teams of talented people, and without people, there is no business.
Effective HR departments, then, help organizations get the most from their people, while also keeping those people happy. With HR’s insights, employers can make smarter decisions on where and how to invest in their talent to benefit everyone.
Reframing the HR/employee relationship this way helps maintain perspective on HR’s ultimate goal: to help employees do their best at their jobs. Just as it’s the sales team’s job to turn prospects into loyal, recurring customers, its HR’s job to turn prospective and current employees into loyal, dedicated members of the company.
Transformations has brought about unimaginable demands in technology, organizations structures,
Business models etc. The Volatile, complies and ambiguous (VUCA) universe of business will change the face of HR in coming years. HR must see it-self as a prime mover of organizational capability.
And it will not see the effectiveness in theories or any manuals. It is best drawn from today’s realities and business experiences.
Lets have a look at Five forces of a rejuvenated HR – an agile organization with new structures, competencies, technologies and governance.
- To be Updated – leap a gap in technology.
HR speaks like CEO & teach to add credible business value, break HR silos and drive the organization’s culture.
HR must leap the gap in technology and analytical skills to have an agile, tech-savy thought process. HR must architect business systems a step ahead of their CEO.
- Being the agents of positive change in work culture.
HR’s confidence, their innovative attitude towards new generation technology and their fresh outlook to work are definitely helps in meeting disruptive demands. For HR this is a golden opportunity to establish themselves as agents of positive change by their leadership quality.
HR have to change prospective and current employees into loyal, dedicated members of the company.
- Look for future workplace.
Look for a future workplace in which HR makes it interesting view towards work rather than “ten-to-seven” work culture. An open approach to collaboration, data and technology as prime movers of business.
HR can bring big advantages by well managed work culture.
- Explore themselves.
People in the office should not be robotize out of their jobs.HR should act as an influence to an asset. They should ask people to think beyond their boundaries and explore themselves and As a person and helps them to improve business.
- Identify their capability.
When HR sees itself as the ‘Business’. It will become primarily responsible to help people
To get to the core of their capabilities and address them with business insights.
It helps managers to deal with people and people to manage their careers.
HR function should be a few steps ahead of business with an incisive capacity to understand their industries into the future and innovative to execute with expertise.
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