“HR must give value or give notice” – Dave Ulrich
Okay, so we’ve been hearing this statement for some time now. This, and the fact that HR is facing change like never before: politically, economically, and socially.
But what does it all mean to the person working in HR?
When they go into the office and open their email, what fills those subject lines? What issues or problems do they encounter on a daily basis?
This is what we wanted to know, so we asked. We surveyed HR teams from a broad range of industries, company sizes, and included those from both the public and private sectors. In total, we got 175 responses reflecting the thoughts and opinions of 150 organizations.
We took the responses and developed a white paper, The Future of HR and Talent Management.
Will the results surprise you? Perhaps.
Is it a worthwhile read? Definitely.
The survey provides some fascinating insights – including the reasons for the current penchant for switching jobs regularly, why the traditional bi-annual review is going the way of the dinosaurs, and what it means for everyone – not just HR – that only 10% of respondents rated their onboarding process as effective.
What is the benefit, the value of this information?
I think one of those interviewed, Fran Stott, HR Director with Story Homes provides the answer:
“I think the HR function needs to be able to show their value to the business, and strategically support the business in their medium to long-term ambitions.”
In other words, HR must give value. And to be of value, you must have knowledge, understanding, and a comprehensive and current picture of the situation, in this case the workplace environment, to then be in the best position to serve and provide, yes value.
To get this, I’d recommend you start by reading the white paper, here.