HR Reinvention will help to create a more effective HR functions and build Human capability

💡 HR functions must reinvent themselves to thrive in organizations but reinventing HR is about what’s next, not what has been.

HR has 4 major dimensions (Environment, Strategy, Human Capability and Analytics) and these four dimensions are categories of how to view HR with a broader perspective. These dimensions are also associated with at least numerous and timely 67 HR innovations. HR reinvention is less a “from . . . to” and more an “and also” evolution where the past is prologue to a future. This requires paradoxical thought and action to build on the past to reinvent the future, according to a new interesting research published by The RBL Group using data from 39 internal seminars with their clients.

✅The new HR Reinvention logic

Researchers defined the HR reinvention logic as focusing on Human capital (people) and also human capability (talent, leadership, and organization) and building on the past or acting in the present and also envisioning a future.

Researchers believed that HR has 4 major dimensions and are categories of how to view HR with a broader perspective:

1️⃣ Environment that sets the context and defines stakeholders from the outside in.

2️⃣ Strategy that defines where and how to compete with agility.

3️⃣ Human capability that delivers talent (human capital, leadership, organization, and HR).

3️⃣ Analytics that offer guidance for improvement.

👉Reinventing HR requires connecting these four dimensions with either a “so that” or “because of” logic.

✅HR innovation is critical : 67 HR initiative identified

Researchers also identified 68 current initiative innovations; For each of these initiatives, they are able to answer why it matters, what it means, and how to improve and make progress. Managing this large menu shows the breadth and depth of a reinvented HR. 

For People Analytics leaders, researchers see the innovation to track and measure Human capability:

✔️ Knowing and using business financial outcomes

✔️Tracking sustainable stakeholders outcomes (customer, investor, community, employee, strategy)

✔️Using an HR scorecard for business results

✔️Meeting all compliance requirements

For each of these 4 categories, researchers recommend 17 thoughtful paradoxes:

• Responding to environmental or contextual threats and also delivering value to all stakeholders.
• Harnessing uncertainty by adapting and also by acting on what is certain.
• Investing in innovative human capability and also disclosing human capability for stakeholder impact.
• Creating a focused strategic agenda (where and how to compete) and also ensuring strategic agility.
• Crafting a strategic direction and also generating strategic unity.
• Treating all employees with respect and also personalizing the work experience one by one.
• Having an employee value proposition and also a positive employee experience.
• Having piecemeal HR initiatives and also integrating solutions around delivering organization capabilities. 
• Establishing organization structure (roles, responsibilities) and also prioritizing organization capabilities (agility, innovation, customer service).
• Seeing culture as a set of internal values and behaviors or norms and also seeing culture as a firm’s identity in the marketplace.
• Building leadership at the top and also leaders at all levels of the organization. 
• Doing HR work by HR people and also business leaders.
• Using technology that enables us to look back and consolidate the past (e.g., openAI) and also inspires us to imagine a better future.
• Focusing an HR function on role clarity and also delivering a clear reputation and ensuring positive relationships. 
• Having an HR scorecard and also having HR on the business scorecard. 
• Using benchmarking and best practices and also utilizing guidance for what each individual organization should do. 
• Making decisions on instinct and experience and also based on evidence and data.

RBL researchers conclude that Reinventing HR is not new and will continue.

🎯 In our work, the “best year” of your life is always the “next twelve months.”

Thank you 🙏  The RBL Group  researchers team for these insightful findings: 

Dave Ulrich  Dick Beatty   Erin Wilson Burns Joe Hanson Yetunde Hofmann MBA ChCCIPD FRSA ,  Jessica Johnson Norm Smallwood Charles Tharp   Wendy Ulrich Ginger Bitter  

George Kemish LLM MCMI MIC MIoL

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