3 Key Success Areas for HR Professionals

Michel Jones
Reach Your Target Market
Market Research » 3 Key Success Areas for HR Professionals

How can HR professionals lead change and drive results?

 

For HR professionals to succeed it used to be you delivered services well; like Talent Acquisition, Compensation and Payroll. Times change and HR is now asked to lead Change and People Analytics to drive overall business results. However, a recent OvationMR HR Professionals survey found that fifty percent (50%) of HR time is still being spent on Talent Acquisition and Employee Benefits, important, but not driving outcomes for these new leadership asks:

 

 

Online Research Report on HR Functions

 

 

How do you succeed to deliver these Change and People Analytics requirements? What can you do? Here are three areas for focus:

  • Technology: Ensure integrated, valid technology supports your processes and can be used to collect data as well as make the process ‘plug and play’. Focus staff on using the tools effectively in real time and understanding how their data fits into the overall delivery and value picture.
  • Outsourcing: Most HR processes can be outsourced so you can focus on higher value tasks, when it makes financial and quality sense. Payroll is a classic example of something which has no reason to be done internally. For Talent Acquisition it is important to ensure the overall process and your actual requirements are clearly defined before pieces are sent externally. This will ensure the best quality candidate. Remember, you don’t want to spend any more time on Talent Acquisition than was already highlighted in the survey.
  • Engage your team:  HR leadership support and coaching make a difference in achieving the new goals. It is so easy to do what you did before in a high pressure, cyclical environment. If your people know what is required of them, they are much more likely to deliver. Communicate and set clear targets.

It is the role of managing change and people data which delivers the true value of HR to the organization, driving strategic and daily decision making. The more we support the business through data-based discussion, the more permanent that ‘seat-at-the-table’ becomes.

 

 

 

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