The Future of HR: 10 Strategies for Every Human Resources Team
I ran across an INC article titled “What Does the Future of Human Resources Look Like?” I thought it was an interesting read, in particular the last paragraph where the author talks about job title changes. Their takeaway is that moving from job titles like chief human resources officer to chief experience officer signal a change in the profession.
I’m not sure that I agree with that. The candidate experience and employee experience have always been a part of HR. Maybe we didn’t call it the same thing. Or give it the same priority. But it’s been there.
I do believe though, articles like the INC one should prompt HR departments to have dedicated, intentional conversations about their function. Not simply what policies and programs do we want to implement in the year ahead, but where do we see ourselves going and is our work supporting it. To offer some perspective, here are a few of the most popular posts from HR Bartender that relate to the human resources function.
HR has always been about people. But today, HR is moving from people science to data science – about people. It’s an important shift for business and HR.
The value in human resources is in guiding and enabling employees and their managers. The challenge is doing it an ever-changing business environment.
A feedback culture helps organizations and individuals do their best work. But the input needs quality and consistency. HR impacts feedback in five key ways.
There will always be a compliance side to HR. Employee files contain critical and sensitive information. For that reason, they need to be maintained properly.
There is only one sure way to know if your HR programs are a success – measure the results. There may be many was to do that. Here is a proven method.
An increasing number of HR departments are designing analytical roles. Knowing these three-key metrics in HR predictive analytics may be useful.
If human resources departments want to evolve, they need to look at their own individual competencies. We talk a lot about department mangers making an investment in people. HR departments need to invest in themselves. Here are a few places to start:
There are 7 types of power in the workplace. We all have power. Learn the types of power to effectively use them in the workplace.
We know the importance of competencies in our careers. SHRM does too. They’ve published a free ebook on how to bring the SHRM Competency Model to life.
One of the best skills professionals can develop is the ability to run a good business meeting. There are only three reasons to hold a business meeting.
The SHRM Certification is based on the competency model for human resources pros. Alex Alonso from SHRM explains the value of SHRM Certification.
I’ve said it before and I’ll say it again. It’s an exciting time to be in human resources. We have a tremendous opportunity to bring real and positive workplace change. It won’t be easy, but it starts with having a clear vision of our role in the organization. Then developing strategies to support it.
Image captured by Sharlyn Lauby while exploring the Neon Graveyard in Las Vegas, NV15