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“Over time, HR has become powerful, less powerful, and powerful again,” said Peter Cappelli, George W. Taylor Professor of Management at The Wharton School and Director of Wharton’s Center for Human Resources. As a HR leader, you need to know how to manipulate the dynamics of modern world of the HR to be "wildly successful". Here's 3 key things you need to do:
1. Employees first
Any companies need its employees to keep moving. They can't simply survive by spending time, money and resources on satisfying customers but ignoring their employees. Yazad Dalal, senior director, HCM transformation, Oracle Asia Pacific, said that it’s remarkable what happens when a company focuses on their employees first, by giving them respect, engaging them and boosting their overall satisfaction rate. If CHROs can focus on such an employee-first mentality, they will automatically provide them with a more attractive place to work. Their hiring costs will lower because fewer people will leave, and because more people will come to them organically. Their profits and revenues will go up because their employees feel proud of where they work.
2. Leverage on the synergies between HR and marketing
Doing so could solidify HR's role and CHROs should start thinking more like chief marketing officers (CMOs). Maybe it’s not retaining customers, but retaining staff by putting in a new functional work space or by making non-traditional reward programmes. Dalal further explains that he thinks we should stop saying HR, its the company. HR is the company and the people are the product. If you treat your employees like your customers, they will be happy, make more money for you.
3. Try new things
Aaron Green, vice president, HCM, Oracle, said in order to really contribute and be effective, CHROs have to have comfort and fluency – no not comfort – with data and they need to be as fluent in data as they are as with people. With that fluency, CHROs should have real, deep understanding of not just what the data is made of, but what drives the numbers. HR needs to adopt that mindset – if you’re always looking at the rear view mirror, or obsessing over your past data, you’re going to crash. If you’re looking at the rear view mirror to make a decision to go forward, then you’re actually make objectives and that’s the mindset HR absolutely needs to adopt.
Source: HumanResources