Is your organization operating a traditional HR department? If the answer is yes, get ready to become obsolete.
A new global research study by Oxford Economics has found that the number one concern employees have is their position changing or becoming obsolete. Additionally, the same study found that 50% of employees say they expect that the skills they have currently will NOT be what’s needed in 3 years. For HR professionals, this fear is not unfounded.
In fact, a recent Wall Street Journal article spotlighted a number of large companies who have done away with HR departments entirely. Executives from those companies stated that, “the traditional HR department stifles innovation and bogs down businesses with inefficient policies and processes.” That hurts. But is it true?
It odight be. Deloitte’s recent Human Capital Trends research found that the #3 talent issue on the minds of business leaders is “improving the skills of the HR function.” In response, Josh Bersin, of Bersin by Deloitte, issues a call to action in his recent article “It’s Time to Redesign HR” where he discusses implementing a “continuous reinvention” of HR employees to go from traditional HR to high impact HR.
Want to maintain relevance and value? Embrace innovation and change by harnessing the power of new technology to transform your HR department from traditional to strategic.
Characteristics of the Modern HR Department
Traditional HR practices need to be adapted to address the changes in talent, organizations, and technology. The Modern HR department needs new tools and programs, and employees that can see the big picture instead of just a departmental view of problems and resolutions.
Shared, common technology is the heart of the Modern HR department. If it is easy to use and integrates easily into the organization then it allows new strategic initiatives to be undertaken by managers and executives to improve the talent management process.
The Modern HR is connected to every department, they are no longer “siloed” in the back corner of the organization. Modern HR employees need to be continuously cross-trained in all areas of the business and have access to all relevant information in that organization in order to be the most effective.
According to the studies cited above, some executives view HR as causing problems for their organization. Contrarily, the Modern HR is impactful because it solves business problems with strategic solutions. Josh Bersin describes new HR employees as “consultants first and HR professionals second.” These employees deserve a seat at the C-Suite table.
It is time to begin investing in the professional development of your HR department. They should be knowledgeable in industry trends, labor markets, and new technology solutions that can create a better organization. Furthermore, the Modern HR department needs to be equipped with analytics that help them track, monitor, and analyze the workforce.
The talent environment is shifting dramatically with the introduction of Millennials to the workforce, employee engagement initiatives, social learning, social recruiting, and of course, new technology. HR departments and executives need to adapt, or risk obsolescence. It’s time to ask yourself, is your department obsolete?