4 steps to greater impact
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| | | The HR function has long been relegated to the back of the organization—left to handle more administrative tasks, such as paperwork, policies, and payroll. But in an era defined by rapid disruption, workforce automation, and talent scarcity, HR’s role as a crucial value driver has never been more important. The HR organization of the future is a true strategic partner, one that applies agility and data analytics to bridge the gap between a company’s talent decisions and its competitive advantage.
Four key steps can help companies reinvent the function:
| | | | | First, position senior HR individuals as “talent value leaders”—executives empowered to shape important talent decisions and held accountable for business outcomes. | | | | | | | Second, systematically embed data analytics into everyday operations, enabling the function to consistently create strategic talent value. | | | | | | | Next, improve operational excellence and accelerate efficiency by focusing on continuous process improvement, automation technologies, and a superior employee experience. | | | | | | | Finally, adopt a more agile approach to strengthen HR’s link between talent decisions and real business value. | | | | | | | | |
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| | | —Edited by Drew Holzfeind, senior editor, Chicago
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