“In a world of increasing change and complexity, we have a lot to think about as we develop the future for HR. But we also have a great opportunity to position HR at the heart of business, rising to our role in building organizations [sic] that are more agile and adaptive, more diverse, more responsible and sustainable, and that drive greater value.”
– Peter Cheese, Chief Executive of CIPD
Put your people first
If your business is still operating the traditional hierarchical business model with stakeholders at the top, then clients, then your people – you are sure to find operating inefficiencies. Invert the triangle to put your people at the top of the pyramid.
Happy employees will ensure you have satisfied, loyal customers who in turn keep the board happy. HR should be a key topic on the boardroom agenda – if it’s not, then make it so by clearly demonstrating the tangible impact your team’s morale and engagement has on business revenue and productivity.
With the ongoing shift from transactional HR, to HR being directly involved in setting company strategy – your focus should be on making time for the things that matter most. Focus on more exciting and engaging projects that have a real impact on your people and their work. Let technology aid you in managing the transactional stuff and put your creativity and energy into making positive changes that will be felt throughout the organisation.
According to Morneau Shepell’s Human Resources Trends for 2018 report, “HR leaders want to spend more time delivering value, and less time on tactical activities. 43% said that streamlining the administration of HR programs was a key priority for 2018.”
Develop leadership competencies
At the recent HR Vision event we attended; it was cited that (worryingly) “Only 27% of individuals believe they have the leaders they need for successful personal development, and only 14% of people have the right leaders to lead their organisation successfully.” There is clearly a gap here and it’s being felt by employees too… According to new research by The Job Exodus 2018 report, a whopping “49% of workers looking for a new role, cite poor management as the main reason they’re considering looking for a new job next year.”
Therefore, there’s no time to carry ineffective leaders. If you haven’t already identified your future leaders, now is the time. Those managers who do not possess the right skills and natural characteristics could be costing you more than you realise in recruitment and retention strategies.
Over the years I’ve seen too many HR professionals struggling to work alone or worse still – against other internal teams who should be helping to make HR’s life easier. If your departments are failing to work collaboratively, then you are missing out on huge opportunities. Reposition HR as the lynchpin in the business; the one department that can connect and optimise all the other departments.
Working with the finance teams can help generate board level buy-in and ensure you are measuring the right things. Working with IT will mean your technology and related programmes run quicker and more smoothly. Meaning you can achieve more, much faster. If technology is not your natural strength, then harness the people internally who will help you get to grips with it quicker.
Collaboration with your Marketing team is essential. Too few HRs consult the advice or ask for help from their marketers, which is a concern. Your marketing team are expert at creating a compelling story and delivering it in the right format for each audience. Their input can add huge value to your people programmes. If nothing else, keep marketing onside; feedback surveys, internal communications, branding, design etc. are all controlled by the marketing team. Therefore, it’s advisable to involve them from the outset, so as not to upset anyone!
Collaboration often leads to cost efficiencies. Consider what facilities and technology can be shared between teams to reduce the cost to HR…
2018 is the year to embrace a data-driven approach. If you don’t, you’ll be outstripped by your competition. They will recruit and retain the best talent, leaving you trailing behind.
According to DATIS 2017, State of Workforce Management survey “40% of executives believe that HR should be responsible for dealing with workforce analytics.” Think more like your Finance Director, and demonstrate evidence to back up your theories in the boardroom. Make a resolution to give your action plans direction and clear focus. Ensure all your efforts to collect data and feedback from clients and employees is well planned, positioned and effectively communicated internally.
Make efforts to embrace the changes that technology brings and find what works best for you. Embracing technology is essential, but implementing new tech shouldn’t create more work. Pull systems together if you can, making sure the data you need is in an environment that is fitting for you and easily accessible.
Often when we add new tech, we have another siloed system that works independently and requires its own login. By unleashing data and incorporating it with existing systems, you will create a unified network. Look for technology solutions you can integrate into your existing systems to give yourself a head start. By removing inefficiencies, you will make your data more timely, usable and useful.
2018 will be the year we start to see game-changing technology. AI, Machine Learning and predictive analytics will revolutionise how HR tackle recruitment and retention strategies. Make sure you keep abreast of all the new and exciting opportunities!