HR leaders are on a constant lookout for new strategies that can make organizations dynamic, agile, and future-ready. While you cannot accurately predict the business challenges that your company might have to face, the right HR leaders can be the key to overcome those very challenges.
Here are some of the many ways HR leaders are taking new approaches to build future-ready organizations:
Most of the organizations have fixed teams with bundled expertise that are created with the goal to realise efficiency. But organizations of the future need more flexibility. They need teams that can combine their expertise together.
Workforce planning by HR leaders can create a flexible network of teams where employees are able to work independently while still learning from each other and delivering with speed. It can also give helpful insights into future long-term workforce requirements.
Due to automation and technological developments, workforce demands are changing continuously. That is why, workforce planning needs to be a continuous joint effort of all the major departments in the organization along with HR leaders in order to reap the most benefits.
To build future-ready organizations, you need to hire and retain the right talent. But attracting motivated and talented employees in the current market is a challenge of its own. HR leaders can help create Employee Value Propositions (EVP) for organizations that state how their company is different from the others.
EVP gives insights into what the company expects from the employees and what the employees can get in return. An effective EVP can build a strong employer brand for the company and help them attract the right talent.
As the corporate landscape is constantly changing, what worked in the past may not work in the future. The HR department is at the forefront when it comes to reskilling and retooling the business processes. But for it to be truly successful, the HR department first needs to reskill and retool itself. Organizations can evolve and become future-ready only if when their HR team can acquire new skills and a new mindset that is required for the change to occur.
Talent mobility makes it possible for you to move people within the organization. It gives employees the opportunity to go beyond their standard career trajectory by learning new skills.
For organizations, talent mobility allows companies to create a strong leadership pipeline while also improving overall employee retention and engagement. That way, your HR department’s hiring efforts only need to be focused on the most specialised and difficult to fill positions since the rest of the positions can be filled by employees internally.
HR leaders can help put together an organizational performance group to analyse and understand how the high performance teams, programs, and projects in the company actually work and what they are doing right.
They can then suggest corresponding changes to the other teams in order to make them just as effective.
Instead of keeping feedbacks for the end of the year, HR leaders can help implement continuous feedback based performance management where employees get regular feedbacks throughout the year.
It will not only give them an opportunity to change the way they are working but also make the internal processes more effective. Regular feedback allows employees to reset their goals and feel reward for their work, not just their job.
The right HR leaders can help prepare your organization and employees to be ready for the future. Though, for that to happen, there needs to be a change in approach in the HR department itself.