The competitive landscape and turmoil in the markets dictate a corporate environment of changing business strategies. Talent management and addressing skills shortages become even more pressing. Within such a context, the HR leader and the HR team have to take on the role of becoming a critical leader and an advising unit to the Board.
The whirlwind of change that is continuously challenging business practices has hit the HR function. Boards are asking the HR leader to centralize, manage efficiently the staff costs, innovate HRM and adopt technology applications. Companies are expecting HR to be transformational.
Adopting a transformational HR management outlook does not mean simply updating technology or outsourcing payroll services. The target is not process re-design, benchmarks and centralizing records into a single system. The HR leader must look beyond process efficiency tactics, become familiar with predicting and adapting to business trends, and up-skilling the HR team to deliver the new requirements.
Today’s global business market demands the HR leader to deliver different services, not the same services at a lower cost. Shuffling the pieces of the puzzle does not equate to innovating. The focus is not administrative efficiency but creating different HR services. For example, identifying how workforce metrics must change, how to re-align workforce productivity, and closing the gap between the low and the high-performers.
The HR leader must spend more time with business managers and team leaders. What are the real talent issues? How is the staff being motivated to create and innovate? The HR function must spend more time listening before taking action. Once the business and HR teams buy into the same set of objectives, transformation follows.
Not everyone within the HR team will be used to forging ongoing deep relations with the business leaders, particularly if the focus has been more on the processes. The deliverables of the HR unit will need to change into creating talent management and development activities that address business objectives. The HR practitioners will need to coach managers and teams through critical organisational changes.
Yet, this is the crux of what the Board is expecting – transformational HR management and practices is re-designing the organisation, performance and talent management to meet business targets. It means transforming the HR function and its modus operandi.
We, at Creative Talent Solutions, can put at your disposal our transformation discipline and project management capabilities. We can help you as an HR leader transform your team and the organisation. We can devise together a successful human capital programme that supports the realisation of the new or revised corporate targets. We can train your HR practitioners to become more empowered as a team to maneuver the whole organisation through the business changes. Contact us on email@example.com or call (+356) 99 785 789 or (+44) 7764 44 7705.