HR has a critical role in the success of an organisation. As a custodian of talent, HR has the responsibility of aligning people strategy with business strategy. Business aligned talent is known to have a positive impact on the project success rate bottom line and productivity. With an ever increasing scope of responsibilities, how can HR ensure magic in every match?
HR - the epicenter in a work universe of shifting sands
The forces shaping the world of work, today, are tantalizingly dynamic. War for talent; technology invasion; need for strategic talent solutions; and a shifting workplace - all put the HR at the centre of these changes.
However, the challenge for HR is to transform at a breakneck speed while ensuring the delivery of day-today outcomes for the business to stay ahead of the competitive curve in the short term.
Why organisations lose out on hiring great talent
In a business environment where organisations continue to be plagued by lack of time, resources, alignment and engagement and to make the situation more complex, silos of talent are managed in most organisations by many different stakeholders with little coordination.
This is the prime reason why organisations fail to optimise available resources and thus, lose out on great talent. Internal competitive advantage for different organisations come from different aspects such as speed, cost, customer orientation or focus - having the right person for the right job at the right time ensures that this competitive advantage is realised. Developing such outperforming capabilities requires a sustained program of discovering, nurturing and developing talent.
HR - building the DNA of an organisation
HR, as the custodian of organisation's talent capabilities, has the job of ensuring successful execution of the organisational vision. HR is the only function that has the opportunity to have an impact on every employee in every unit in the organisation.
In today's complex business environment, organisations that win are the ones that create wholes that are greater than the sum of their parts. Download our whitepaper to decode the DNA of right talent.
To integrate the silos and design seamless collaboration for agility, efficiency and profitability, HR needs to take a holistic approach to talent attraction. Predicting synergies when you lack the advantages offered by the frequent drilling, daily interactions and practice sessions of static performance teams, such as those in sports, require intervention of experts. HR leaders have to rise above the expectation of increasing efficiency to optimise talent in the organisation.
Splitting the HR into two strands
While efficiency, service-delivery, and process rationalisation are important, HR, in organisations, can provide far greater impact by focusing on leadership skills, management practices, and developing great people. In short, HR has to train its guns on talent consultancy – and believe, that the by-product will inevitably be efficient service delivery.
For this reason, there has been a constant ask by experts to 'split HR into two strands' - the administrative aspects of the function that require transactional expertise, and the leadership and organisational functions that require strategic vision and innovative execution.
Elevating core HR to a higher impact talent function requires teaming up with right partners who can help organisations have a cascading effect throughout the pyramid. This creates networks of expertise within the HR CoE that encompasses tightly-knit strategic and transactional expertise. Such an integrated approach helps HR enterprises focus on attracting, deploying and developing right talent throughout the hire to retire cycle. It helps deliver value across the organisation and gain huge competitive advantage.