Many of the organizations have positioned HR in an order-taker role as HR barely gets any opportunities to voice their opinions or even take part in the meetings. The time has come for HR to step forward as a leader of industry trends, process improvement, and talent optimization
Fremont, CA: Industries go through continuous revolution in order to stay abreast and meet their customers‘needs. Innovation is not just about being modern; it includes purposeful disruption when it comes to transforming the team’s skillset, mindset, and subsequent solutions. Organizations are shifting their focus more on customer satisfaction insights, predictive data analytics regarding market trends, growth potentials, talent skillsets, and affordability opportunities required to stay relevant and meet future goals. Companies that stay ahead of those analytics are likely to be more successful than those who depend on historical reports and backdated reactions.
Closed-door meetings mostly involve leaders from finance, operations, sales, and corporate strategy. In such scenarios, HR, however, is kept rather isolated until a decision is finally made and ready to be implemented. HR is often constricted to training and helping with talent revamp. Many of the organizations have positioned HR in an order-taker role as HR barely gets any opportunities to voice their opinions or even take part in the meetings.
The time has come for HR to step forward as a leader of industry trends, process improvement, and talent optimization. To break the common notions of HR’s weakness, they must take up the role of a catalyst of business change in tune with organizational strategy and proven metrics.
How should HR Respond to a Changing Business Landscape?
HR leaders are gradually trending towards ground-breaking transformation, providing its stakeholders with talent and operational business results, and forward-thinking impact- all of these can make them the strategic business partners required for organizational strategy and success. HR, now, must start being a trendsetter that foresees future direction as well as help drive the business progress toward differentiating strategies and initiatives. The businesses that set the trend for others to follow are those who can survive competitive maneuverings, environmental shifts, and HR must drive that focus.
HR should work on business acumen and gather courage to add value to other business topics out of their comfort areas. To emerge as a suitable partner for strategic business discussions, HR needs to initiate solid benchmarking inside and outside of their companies’ industries. They must also review their talent metrics and point out correlations between HR and metrics tracked by operations, finance and sales. HR should also come up with innovative solutions to become a viable partner that helps drive the company’s response to the ever-changing business landscape.
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