7 changes that today’s HR need

In the recent days companies have changed their mode of operations and the way they work. The only business department that had been in pressure to adopt to this fast phase is the human resources. There are several aspects HRs must tweak their approach in managing People of today’s scenario.

1. Shift focus from Project to Product – Earlier it was set by timelines, deliverables and planned resources were aimed to run operations efficiently. This method must be shifted to ongoing evaluation; adding value to every process or system and park resources as per business impact. This improves service delivery and build capabilities that enhances bottom line. The outcome enjoyed will be of more customer centric rather than project completion.
2. Collaborate by Design – It was tough when people were working in remote areas and communication between the people had become ad-hoc conversations. HR must support organization to reshape the way of collaboration and co-creation and innovations happens. Organization must bring in workplace culture that connects both in person and digital, facilitate cross functional team, and talent programs that allows for rotations and leverage digital platforms.
3. Talent allocation & marketplace – At present more organization is looking into partnering up with Strategic partners to create common talent marketplace. HR should facilitate the business preference to borrow or rent people with certain skills from other companies instead of new hires as full time.
4. Career Experience – Employees between the age of 18 to 24 change jobs 5.7 times in their careers on an average. Employees are now less likely to dedicate their entire career to an organization. HRs should ensure that lateral/vertical/rotational /boomerang changes happen now and then. This improves the quality of work, delivery, and service on time, and organization’s capabilities are built. This facilitates employee to be more competitive.
5. HR owing business transformation – Fortunately HRs have the tools to add tremendous value to the organization. These tools include skills in Organization design, development and transformation, expertise in building culture, and capability to design and collaboration. HRs will require much closer interaction with all departments within and connect with leaders and business needs with employees’ capabilities.
6. People Analytics to Data Literacy – HRBPs need better understanding of data to effectively implement people analytics findings in their organization. HR managers need to access dashboards and retrieve relevant data to give better advice.
7. The Skill Economy – For organizations, it becomes increasingly crucial to accurately map available internal skills. The benefits of mapping skills at management level, also extend to employees. The skills one has are more and more tied to remuneration, reskilling, and upskilling initiatives. Knowing what skills employee has, is a prerequisite to success in a competitive economy and labor market.

Over to you:

It is always fascinating to work in HR. With challenges abound, HR plays a more critical role in helping organizations remain competitive. Without a proactive and future proof HR, Organizations will stagnate. HRs to push boundaries to add more value.