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Written by a Catapult Advisor. Download Document. Share on facebook Facebook. Share on twitter Twitter. Share on linkedin LinkedIn. The disruption is happening all around. In such a scenario, HR function needs to keep constant pace with this change and evolve accordingly in perfect alignment with the business. HR today has a strong connection with every function in an organization and goes beyond the administrative call of duty, embracing a relationship with each person in an organization.
It is that very connection and understanding that requires HR to be more aligned with the business. A philosophical alignment on leadership style between the CEO and the HR affects how the organization leads, manages its people and wins the marketplace.
The future of work would surely be quite different and so will be the future face of HR. The future of HR will be an amalgamation between business — technology — NextGen — sensors — devices - robots. However, the bonding between CEO and CHRO has come into sharp focus in the last decade and this duo has really turned around companies and has been responsible for some stupendous success stories in many organizations.
It is time wherein the CEOs and CHROs will need to partner together on developing a strategy that will help the organization and its leaders manage the changing business dynamics. These business trends will soon disrupt the working environment, making the connection between CEOs and HR leaders more important than ever before.
Critics of HR especially at a senior level would say that the unit is more focused on traditional and transactional HR tasks which are essential in themselves over a more strategic and future-oriented vision.
Instead of being seen as a potentially value-adding addition to the business, HR is usually viewed as being administratively focused, which frequently means HR is left out of the decision-making loop — a table HR needs to sit at. While the management discusses profits, new business decisions, expansion strategies and channels, HR and people leaders seem only to discuss how to give more to the people, with no real return on investment.
This is why many organisations do not believe that HR deserves a seat at the decision-making table. HR can improve their image with top-level management by proving themselves invaluable.
Beyond the job title, the human resources department must position itself to directly support and add value to business objectives and priorities. By analysing data and making data-informed recommendations, HR managers can contribute to the growth of the organisation, the realisation of business plans, and the achievement of objectives.
HR managers and teams must find ways to leverage technology to automate transactional HR tasks and free up time for other initiatives. Leveraging technology also helps HR observe trends in their workforce that will help them make data-driven recommendations that will endear them to the senior-level management. Through various initiatives, HR can show C-suite level leaders that they are proactive in managing, sustaining, and improving culture. HR managers can conduct stay and exit interviews, engage employees in focus groups, and then observe trends in data and advise necessary changes to improve organisational culture.
Change is a constant in the evolving world of business, and by extension, organisations themselves. For example, with the outbreak of the pandemic and the start of remote working for many organisations, HR have faced questions about remuneration, the provision of special allowances, healthcare coverage, salary cuts, firing of staff, or even mass retrenchment, among others.
It might seem as though most HR initiatives are of more benefit to junior and mid-level staff. HR should pay particular attention to initiatives supporting the executive team, helping them achieve their goals in their leadership positions. Besides the positive affinity initiatives like this give HR with leadership, such support also cascades down to affect lower-level staff positively.
Culled from Mr. These days, many organisations are changing how they operate by integrating digital technology into their organisational processes to increase efficiency. Of course,.
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