Value is the new currency in the world of work and business. It is therefore non-negotiable that HR leaders must focus on increasing the value they bring to the table. To do this, HR leaders need to focus on these areas:
- Changing Business Models & Talent Delivery: We are witnessing a period of rapid evolution of business models as such HR leavers need to evolve their strategies around Organizational design (how companies are structured to meet its corporate objectives) & Talent Management (How talent is sourced and managed to achieve corporate goals)
- Communication: HR leaders need to work with the organisation’s leadership team to ensure Communication is clear, concise, consistent, and delivered with empathy using the most efficient communication channels.
- Data-driven decision making: Decision making more than ever needs to be transparent and backed up with relevant people data and analytics.
- Empathy, Health, and Safety: Working remotely is the new normal and this comes with its own set of challenges, including a feeling of isolation or self-created pressure in the lack of more constant validation of work in an office setting. HR leaders must act with empathy, focus on employee wellness (Mental & physical) and protect employees as much as possible. This is a great time to Introduce Employee Assistance Programs to the organization if none exists
- Employee Engagement: The days of mindless employee engagement activities are gone. HR leaders must adopt a Human Centered Design approach to develop creative engagement strategies that deliver ROI for the business.
- Employee Productivity: Organisational and individual performance management is crucial to the success of any HR leader and this should include documented and aligned SMART KPI’s which combine a healthy balance of input and output driven productivity measures.
- Organizational Effectiveness: HR Professionals must focus on helping organisations achieve corporate objectives by evolving to the most efficient & future-fit Organizational design. This can be achieved by asking tough questions on the width and depth of roles across business units and re-evaluation of jobs. The trickiest part is to ensure the design is agile enough to cater to rapid changes (either for growth or rightsizing).
Overall, HR leaders must focus on helping their organisations become better responsive and adaptive to the changes in the external environment.
Cheers to your success