Every year, the way businesses operate is changing – and HR is no exception to the rule.
The role of human resources has been evolving. The shift from “personnel” to “human resources,” for example, was part of the movement to acknowledge the value of employees as an organizational resource.
A multifaceted approach delivering HR services that meets the needs of both employees and employers, and positions HR as a significant contributor to organizational success and should be responsible: strategy execution, administrative efficiency, employee contribution, and capacity for change.
In order to play this role, however, HR will have to increase its real and perceived value with the coming years’ ahead.
HR’s role in 2015
The research showed that many companies’ HR departments were dealing with the pre-planning or aftermath of organizational change. Transformation is a chief imperative for many organizations, with many planning major initiatives to overhaul key elements of their service delivery models and to upgrade leadership capabilities to meet business goals.
The top priorities for companies moving into 2016 are to keep growing the top and bottom line while expanding their global presence as expected, revenue and margin growth were dominant financial objectives where HR functions were challenged with flat budgets and FTE counts by the organization on the overall value they delivered to business operations.
Yes, “Nothing demonstrates HR’s value more than helping the organization accomplish its strategic and operational objectives.”
What will change in 2016?
Outline four areas that would be keys to HR’s success this year.
1. Strategic Workforce Planning
Companies that anticipate changes in skill demand were better positioned to develop key talent strategies to enable them to seize opportunities and mitigate risks. For example, the HR business partner role is becoming more strategic.
2. Talent Management
Talent management is going to be the area where changes are most noticeable. Likewise, Capabilities in this area will need to consist of talent acquisition, learning and development,succession planning,people management,leadership development and performance management.
Improving the development of executives who can lead effectively in a volatile business and a complex organizational context will be critical.
Leaders’ responsibilities will continue to be enormous in complex, fast-paced organizations.
Organizations are seeing significant room for improvement in their ability to support the development of leaders who can succeed in today’s often chaotic and unpredictable global business environment.
3.Data and Analytics
The ability to mine, analyze, report, model and forecast data to improve humancapital related decisions will be a widely recognized priority for HR.
4.Technology and Automation Strategies
The focus for HR professionals in 2016 will be on simplifying and optimizing processes, systems and technology to deliver a more efficient and effective HR service. This comes down to unifying streamlined processes and a good automation strategy. The organizations that were successful at this had implemented a road map and the data architecture to deliver those HR services.