Meet the changing face of HR: get ready for the future of HR
It still amazes me that some businesses still don’t recognise the commercial worth of HR: that it can enhance profitability and success regardless of the size of the company. Never has good HR management been more important and yet the profession continues to feel frustrated at their inability to get support from management to be more strategic and directly impact the success of their organisation.
This message about commercial worth was a key them in The Changing Face of HR seminar series we staged across Australia and in New Zealand over the past two weeks.
A highlight of the seminar held in most major Australian capital cities and Auckland in NZ was an address by NGA’S global processing executive Marianne Langlois.
It was great to hear Marianne: she’s a motivating speaker and her passion for HR shines through. Her presentation described the contemporary workplace and how it was changing. She emphasized how HR and the workplace are being impacted by digital technology.
As a backdrop she was well aware of the Australian business environment where we have a two-speed economy, shrinking levels of full time employment and a sluggish and cautious economic recovery.
So the obvious question from the floor was: “what does this mean for the Australian market?”
Marianne’s response focused on HR being more proactive about moving administration and transactional processes out of HR and into other areas of the business or even outside the business to allow the HR function to be more strategic. She discussed the increasing importance of improved talent management within the ructions of a two-speed economy as better enabling businesses to cope with increasingly unpredictable economic forces.
Sharper HR planning based on sound analytics was a key factor, she said, in ensuring that your business comes out of the downturn well-positioned – with the right talent in place - to take on new work.
And a key step in doing this was improving the effectiveness of HR within the business.
In other words: changing the face of HR.
This “new HR” is more active and strategic at adapting to a changing workplace and identifies the talent that can excel within it. And that means getting a firm handle on how technology has altered the way workers function and operate and, importantly, how HR coordinates that.
Is your workplace changing? How is your HR function going to help cope with these changes?