HR transformation. Getting a seat at the table. Making a strategic difference. Call it what you will, but for HR to drive the change they desire, it’s time to invest in new skills and sharpen existing ones. And it’s a necessity as business leaders have come to demand more from HR leaders.
Some in the field have talked about splitting the HR function in two — those who tend to administrative matters and those who contribute in strategic ways. Whether this will happen remains to be seen, but for today’s leaders who hope to preserve HR in its current form, they must deliver innovation that will have an impactful business result.
So what are the skills needed? Building cohesive teams is high on the priority list of the C-suite, especially because there is a great disconnect between Baby Boomers and Millennials. Also, as companies continue to globalize, team-building is critical to maintaining a unified global footprint powered by many teams sharing and collaborating on common goals and values. How effectively HR can facilitate this task will determine how business leaders view its competency.
5 tips for developing the new skills in your HR team
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1. seek C-suite input: How business leaders steer the organization will often provide the roadmap for where new skills and resources are needed. Foster a regular dialogue to help create real business value through talent. |
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2. identify the gaps: Are you able to clearly define answers and solutions when business leaders come to you with opportunities or challenges? This will help you assess the talent needed on your team to build a roadmap for skills acquisition, evolution, and development. |
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3. build big picture mindset: While keeping technical skills fresh and knowing internal needs are important, don’t forget the external perspective. Having a grasp on where your industry and market are headed will further complement your ability to anticipate and respond to the needs of business leaders. |
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4. understand workforce habits: Invest in understanding how the workforce communicates and executes so you can develop foresight into future needs. Whether it’s technology or training, plan ahead for the resources to upskill your team. |
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5. don’t get complacent: HR must stay current with best practices in HR and talent acquisition or risk losing out to competitors. Monitor performance and invest in professional development and training for your HR specialists and recruiters — just as you do for everyone else in the organization. | |
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