HR leaders across the globe are continuously innovating the HR game and as a result are taking on more responsibility within their organizations. They're finding new ways to expand their function as an essential business partner to the senior team.
As part of that effort, it makes sense that HR teams are looking for solutions that help them use data more effectively, achieve greater levels of employee engagement, and make key contributions to the company brand.
Many HR trailblazers have found the fresh solutions they need to make their organizations more future-focused And with the building blocks in place, the new strategies are taking shape. Here are three ways HR organizations are evolving to meet emerging workplace challenges:
People prediction. The phrase predictive analytics has been a buzzword for years now, so what’s changed? We have. And we’re learning how to make smarter, future-focused, data-driven decisions.
This industry continues to evolve and is becoming even more data-driven and analytics-based. As a result, HR practitioners are finding that they need new skills that focus solely on data — time to sharpen those computer skills.
HR professionals typically spend a lot of time looking in the rear view mirror. But now, the focus has shifted to looking into the crystal ball and mapping smart predictions around talent mobility and succession planning.
Predictive analytics tools are quickly becoming the HR professional’s secret weapon, enabling practitioners to predict employee trends or red flags from data collected across systems and will provide invaluable ROI.
Newsflash: engagement takes center stage. HR executives already know that driving engagement needs to be at the center of the HR philosophy in order to run successful programs. Without engagement, the rest of your HR functions won’t work. Without happy employees, great HR programs won’t have any effect.
In response, HR professionals have begun to focus on driving engagement and retention, realizing that they have an impact on every area of human resources within a company. From improving the quality of a new hire to increasing career and talent mobility, there’s a renewed focus on engagement that is making a difference.
HR is the new marketer. A company’s brand has never been more important given today’s hyper-connected, social world. Brand management isn’t about what you say you are, it’s about who you are – your culture, people, values. This shift in perception has placed a new marketing hat on the HR team.
Prospective employees can get a peek into your company window in just a few clicks – placing your culture on display at all times. The importance of your employment brand is at an all-time high as job seekers are becoming more rigorous in their search.
Engaged employees result in a strong employee brand, attracting the right kind of talent that will align to your company’s values and objectives. That’s why HR professionals are now focusing on holistic brand management and a renewed emphasis on engagement strategies to market their company.
HR teams have worked hard to build a framework for future success. HR teams have put in place
HR tools to generate predictive analytics that will help them support emerging workforce needs.
They've designed employee engagement programs to improve organizational transparency and strengthen employee connections. Finally, they’re embracing HR’s increasingly central role as a brand ambassador in social media and by word-of-mouth.
Now HR teams are capitalizing on the foundations that they've laid, putting long-term plans into effect that enable them to support organizational agility, improve productivity, and present a unified brand to an increasingly transparent world.