The pandemic has thrust the HR function into the spotlight. The pivotal role played by the HR for any organizations future has been likened to no other. HR has thrived during this difficult time and helped in transforming organizations where the function is well led, has strong senior stakeholder support, has prioritized leadership development, and has already commenced a digital transformation journey. Companies need their HR functions as they’ve never needed them before not only to lead the digital transformation wave and new ways of working for people related issues but to put the ”human” at the center and ensure that the workplaces become fairer, better, and more humane. All eyes are on the role of HR and undoubtedly HR has a unique role to play in building the future of the organization.
One of every organization’s crucial components is the HR department. It aids in developing a vision, culture, establishing an environment, and reskilling talent. The goal of HR is to navigate the organization to be future ready, flexible, and adaptive.
HR’s contribution towards transformation of organization
HR needs to begin by enhancing their skills in for future success. HR is the one of the crucial key to the future growth of any organization. Few of them are explained.
Clarifying the organizations moto
Any HR that execute the correct purpose of the organization have greater odds of creating long term value generation leading to better financial performance, increased employee engagement, and higher customer trust.
Analyzing talent
Getting the best people into the most important roles requires a disciplined look at where the organization really creates value and how top talent contributes. For enabling this management of talent rigorously a need to build an analytics capability to hire, develop, and retain the best employees is expected of HR.
Create the best employee experience possible
Better employee experience means a better bottom line and the companies know that. HR’s role is vital in creating correct employee experience. Organizations in which HR facilitates a positive employee experience are 1.3 times more likely to report organizational outperformance, McKinsey research has shown.
Work culture
Culture is the foundation on which exceptional financial performance is built. Culture change should be business led, with clear and highly visible leadership from the top, and execution should be rigorous and consistent. Companies are more than five times more likely to have a successful transformation when leaders have role modeled the behavior changes they were asking their employees to make.
Adopt new organizational models
HR can help create an iterative approach by developing core elements of the people-management process, including new career paths for agile teams, revamped performance management, and capability building.
Create a strong workforce
HR should ensure that the right talent is in place to deliver on basic company objectives. HR can also drive workforce planning by reviewing how disruptive trends affect employees, identifying future core capabilities, and assessing how supply and demand apply to future skills gaps.
Making quick and precise decisions
HR can help in empowering employees to take risks in a culture that rewards them for doing so.
Introduce next-generation performance management
HR plays an important role in embedding these practices in performance management by supporting the goal setting process, decoupling the compensation and development discussion, investing in manager’s capability building, and embedding technology and analytics to simplify the performance-management process.
Lean into a learning culture by reskilling and upskilling
Effective reskilling and upskilling will require employees to embark on a blended-learning journey that includes traditional learning with nontraditional methods.
Future of organization and role of HR
As the organization of the future takes shape, HR will be the driving force for many initiatives: mapping talent to value; making the workforce more flexible; prioritizing strategic workforce planning, performance management, and reskilling; building an HR platform; and developing an HR tech ecosystem. Given the magnitude of the task and the broad portfolio of value-creating HR initiatives, prioritization is critical.
The pandemic has given an opportunity for HR to speed its shift from a service to a strategic function, helping to shape a more dynamic organization that is ready to meet the future.