5 changes HR and Business Leaders must be ready for

What’s on the agenda for HR and Business Leaders?

HR is constantly evolving, just as people are, just as technology is. How they work together to adopt change and get business results is key.

Here are 5 changes HR and business leaders need to be ready for:

1.      Using people analytics to drive business decisions

The expectations of business leaders with regard to people data have historically been quite low, but expectations are rapidly rising. The future of HR will be about using data and technology to improve the performance of the workforce. A starting point for businesses small and large, is to have a business goal in mind and then ask what data do we have and what can we do with it?  Business leaders and HR can work together using people analytics; for example, looking at engagement levels and exit interview reports to draw conclusions on why there may be an attrition problem - then using this data to provide insights, recommendations and make business decisions. The use of data in HR will see an evolution of the profession.

2.      Creating an ‘Employee Experience’

HR and business leaders need to apply a consumer and a digital lens to people practices; creating an employee experience that mirrors their best customer experience. Companies need a new approach—one that builds on the foundation of culture and values. HR need to deliver an employee experience that is human centred, uses the latest technologies and is personalised – using this to attract and retain talent. A strong employee experience will in turn drive a strong customer experience thus increasing business revenue.

3.      HR technology and the rise of artificial intelligence

Almost every company is undergoing a digital transformation. Cloud and mobile computing, artificial intelligence, and increasing automation have created the potential to transform nearly every aspect of a business. HR professionals are undoubtedly faced with several questions; how will technology and automation affect jobs? what impact will it have on the overall culture of the workforce and what exactly is the long-term benefit? Algorithms are fast becoming a fact of working life and HR can help change the conversation from worry-based to opportunity gains. Robots entering the workplace will bring with them plenty of jobs - besides figuring out which jobs can be better served with robots at the helm, HR functions need to discern where a human element will still be necessary. When changing and thinking of new technology and people, HR must help people move on and re-deploy more easily. They can no longer afford to be reactive, but rather forward-thinking, commercial, and values-lead.

4.      Plan for a blended workforce

The workforce of the future won’t be all full-time employees. It will be a blend of full time employees, consultants, contractors, freelancers, part time employees, and other contingent workers, collectively known as ‘Gig Economy Workers’. This means businesses can tap into the skills and experience of a multitude of professions without committing to full time head count and salaries…a mindset change for many businesses but one that can bring great results. Businesses should be open minded and decide which jobs in their structure need to be based in a certain location and which jobs can be done remotely, using technology to drive productivity. These changes are happening now, and HR and business leaders need to be prepared to adapt for it.

5.      Transitioning HR professionals from the trusted advisor to the ‘credible activist’.

HR professionals who want to add value to businesses need to be involved in business discussions. To get invited to those discussions, HR professionals need to be credible and they need to have an opinion and be willing to voice that opinion. Credible Activists build credibility over time by delivering results, improving personal and professional performance, developing relationships of trust internally and externally, and utilising trust to influence others. According to David Ulrich (university professor, author, speaker, management coach, and management consultant), ‘credible activists are respected and proactive. Credible individuals who are not activists may be respected for their insights or expertise but have little impact. Activists who are not credible may have good ideas, but no one pays much attention to them’. Credible activists are conscientious about their relationships with colleagues and business partners and invest in these relationships. They build relationships up, down, and across the business. They also look beyond the company to develop relationships that will provide an outside-in perspective to help tackle challenges.

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For more information on how Propel HR can support your business, please contact Hannah Taylor, Hannah.taylor@propelhr.co.uk 07580142360