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#CareerAdvice : The Future of Work- Four #JobSkills the #HRLeaders of the Future will Need…It’s Time For the Oft-Maligned #HumanResources Function to Kick Old Habits & Drive Businesses Forward. That will Take HR Leaders with Broader Skill Sets.

July 24, 2018/in First Sun Blog/by First Sun Team

How would you characterize your past employers’ HR departments? Chances are terms like “administrative,” “reactive,” “transactional,” or less-flattering terms come to mind.

Human resources originally evolved out of a personnel-based function rooted in administrative and compliance-driven tasks that historically haven’t been perceived as adding value to organizations in the same way that sales, marketing, or engineering do. And if you dissect old-school HR teams, you’ll find many practitioners who’ve spent most of their careers in the field; career paths have tended to be linear, rising from coordinator to manager, ultimately all the way up to the top chief human resources officer (CHRO). This career path meant the function was rarely infused with perspectives and practices from outside the field, and often led to insular ideas on what it means for an HR professional to support the business.

Times are changing. According to a recent reportissued by HR Open Source (HROS), the community platform for HR professionals that I cofounded, 68% of current HR professionals have worked in fields outside of human resources. Inevitably, they’re steadily cross-pollinating the HR function with new skills and ideas that organizations should be all too eager to embrace. Still, modern HR requires more than a semantic shift from “human resources” to “people operations.” It requires broader capabilities and job skills than have typically been demanded of HR professionals in the past–allowing them to tackle critical issues ranging from sexual harassment to emerging recruiting technologies, not to mention a business and industry acumen to rival their executive peers.

With those needs in mind, here are a few big-ticket skills that HR leaders will need in order to adapt to the future of work.

1. LEARNING AGILITY

According to HR tech analyst William Tincup, there are over 24,000 HR software tools on the market today, with recent estimates valuing the market at some $400 billion. Artificial intelligence, bots, blockchain, automation, and technologies are rapidly transforming the HR technology ecosystem. But that’s no guarantee they’ll all be adopted, let alone implemented properly. Indeed, separating hype from substance and finding effective ways to harness emerging technologies in order to execute an effective people strategy is now a vital skill. This is particularly true in small to mid-size organizations where HR leaders often run lean teams without dedicated HR analysts to advise them.

So if you’re planning a career in HR or looking to hire human resources professionals who can lead your organization into the future, fluency with technology and the ability to learn about new tools and practices should be a top priority.

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2. CREATIVITY

Something transformative seems to have happened over the last decade or so. As the field of “employer branding” matured, HR added a rarely used term to describe itself: “creative.” HR is now on the front lines of most company’s branding efforts, telling stories and shaping prospective hires’ perceptions of what it’s like to work in your organization. That’s pushing HR professionals to coordinate with marketing teams, making sure the organization’s people narratives support and align with its consumer branding. As a result, modern HR leaders need to think much more creatively than their predecessors. They should understand social media and digital engagement as well as the types of compelling and authentic messages to attract the right talent.

3. BUSINESS AND DATA ACUMEN

While hardly a new skill set for HR executives, the complexity of modern business and the expectation that HR leaders will be trusted advisers to the CEO make deeper business and operational knowledge all the more critical. Effective HR leaders now need a strong grasp of their organizations’ business model and market strategy, industry dynamics and competitive landscape, and how all those components impact human capital–from hiring and performance to diversity and inclusion. What’s more, HR leaders will need to develop adaptable people strategies that can evolve with the business.

So it’s no surprise that one of the most significant shifts in the field over recent years is the focus on data. In the recent HROS report, “people analytics” was the field with the highest increase in expected impact (22%) among HR professionals, 48% of whom said their organizations planned to invest in people-analytics software over the next three years. This means that modern HR leaders have growing access to enormous amounts of data on recruitment, retention, performance, productivity, employee satisfaction, and more. How they gather, evaluate, and ultimately interpret that data to drive their strategy is what’s really important.

4. STORYTELLING

Any effective leader who represents and manages employees needs great communication skills, and HR leaders are no exception. But skill with narratives that can influence and engage people–both inside and outside the organization–will be even more vital in the future. As human resources becomes an ever more public-facing function, HR leaders will need to be able to articulate an organization’s value propositions as an employer, not just as a company that sells a product or service. And being able to connect with a broad range of audiences through compelling stories is key. It’s what inspires people to rally behind a company’s mission and purpose–and, ultimately, decide to apply to jobs there and stick around once hired.

This list of emerging job skills for HR leaders is far from comprehensive. Empathy, compassion, emotional intelligence, knowledge of diversity and inclusion issues, coaching, and more are all vital elements of HR’s expanding role. Which traits might be more critical than others may depend on the leader, the company, and its culture. Still, a broad skill set is vital–not just to bring HR out of the back-of-house position where it’s long languished, but to bring entire companies forward into the future, too.

FastCompany.com | July 24, 2018

#Leadership : Challenges For HR Directors In 2016…There is a Growing Trend towards Manager & Employee-Driven HR Processes Rather than HR being the Main Driver

December 30, 2015/in First Sun Blog/by First Sun Team

In 2015, one of the notable features of the business world has been the impact that a corporate scandal can have on the reputation of a company or sector.

As Benjamin Franklin, one of the founding fathers of the US remarked: ‘It takes many good deeds to build a reputation and only one bad one to lose it’.

In 2015, the repercussions of the carbon emissions cheating debacle by Volkswagen continues to be felt by its customers, suppliers and employees and a catalogue of misdemeanors such as the foreign exchange rate rigging and money laundering has plagued the banking sector.

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On a macro-economic level, the population continues to age in many countries across the EU as well as the US and Japan. Germany and Japan have a population average age of 46 years while in the US this is 36 years old. The demographic profile is very different in Africa where the average age in South Africa is 25 and 15 years old in Uganda. The changing demographics within the West and in emerging markets will have implications for the talent management programs of global firms. I asked some experts to gaze into their crystal balls and give their views for 2016 in terms of talent management, leadership, culture and technology.

Reputation management will be front and centre of HR directors’ agenda, commented Rita Trehan, chief capacity officer at Rita Trehan LLC. “The Volkswagen downfall has cast a long shadow; a healthy culture gone astray. If it can happen to them, it can happen to anyone. Next year, the onus will be on HR to take the lead, manage the company reputation and call out risky practices that might bring down a business.”

Major skill shortages and huge changes in demographics will be on the radar of HR directors of FTSE100 firms, remarked Nick Holley, co-director of the center of HR Excellence at Henley Business School.

“I see a lot of companies have a big issue where there is shortage of science, technology, engineering and mathematics (STEM) skills. At the same time, we see that many FTSE100 firms have demographic problems as there are a significant proportion of baby boomers on the cusp of retirement. There is a real issue with knowledge transfer here.”

As the job market becomes more competitive and skill shortages worsen, this will place the prospective employee in a more influential position to research an employer, argued O’Connell. “Employees have more information than ever before on a prospective employer. HR needs to focus on what their employer brand is and build trust between potential employees and the business.”

In terms of talent management challenges facing global firms in 2016, there is a growing understanding within the HR industry that the annual performance review isn’t an effective way to manage people or boost performance, argued David Brennan, general manager of Achievers. “It’s a process that looks in the rear-view mirror, that’s focused on what your employee did a year ago. It’s no longer a relevant or fruitful procedure for the new generation of employees. Learning how to incorporate real-time feedback into the company’s culture will be crucial for global firms who want to see engaged and successful employees.”

Holley warned that global firms had to be careful when it came to defining ‘talent’. “It’s not just the high potential employees. Most organizations see the talent issue is around critical skills that they require to deliver their business strategy.” Holley argued that there needs to be more ‘subject-matter’ leadership within organizations. “We tend to think that leadership is about leading people but it’s also about commercial leadership, multi-cultural leadership and leading within the context of the organization.”

HR directors of multinational companies need the ability to balance the need of different business challenges arising from different regions, said O’Connell. “Immigration is an interesting challenge. There will be increasing workforce diversity and companies that embrace that diversity will see that leverage of value.”

Global organizations must consider what it means to have a multi-generational workforce and how they work together, advised Charlotte Sweeney, founder of Charlotte Sweeney Associates, a diversity and inclusion consultancy. “Organizations need to consider what employees from different generations and different life styles are looking for from an employer, whether that’s interesting work, being able to make a difference to wider communities or the rewards and recognition they receive. Research shows that the younger generation is much more vocal about what they want and don’t want from their employer and career. If companies want to be able to attract and retain future talent, then these perspectives do need to be listened to.”

Another challenge for multinational firms is how they communicate with the millennial generation especially with the increasing influence and presence of online sites that review organizations, argued O’Connell. “Employers have a real challenge here as with greater choice and influence, this generation has a depth of knowledge about companies. HR directors have to make sure they are communicating properly about their company. Glassdoor has provided authentic feedback about companies and I see the more progressive organizations respond to comments on Glassdoor, rather than ignore it.”

O’Connell warned that the HR function had to get closer to the business in 2016 in order to be more effective. “We did research recently which revealed that 50% of business leaders don’t value the analytics that HR provides for them. HR is taking a technology-focused approach but it needs to provide the data that the business unit values.”

Technology will play a pivotal role for the HR function in 2016, commented Simon Constance, partner, people advisory services at EY. “I think that 2016 will be the year that automation hits the administrative processes and we’re going to see an explosion of artificial intelligence. Automation will take a swathe of process roles out in call centers. Junior analysis roles will also be hit by automation.”

Dominique Jones, Vice-President of Human Resources at Halogen Software believes that there is a growing trend towards manager and employee-driven HR processes rather than HR being the main driver. “To support this, HR technology will provide employees and managers a central view of all ongoing performance and development activities, and a simpler way to review and revise goals, development plans and gather and provide feedback across multiple devices.”

Forbes.com | December 30, 2015 | Karen Higginbottom ,CONTRIBUTOR