Get a BOLD HR with these Four Key Tips!
In today’s Future in 5, I sit down with Josh Bersin from Bersin by Deloitte. While enjoying the view from his offices in Oakland, Josh shares his 4 key tips for a BOLD HR.
B is Build an Irresistible Organization. HR should focus on employee engagement and retention by making their lives better not just harder. It is extremely important to do great things, with your people and employees as the main focus. If there is anything you can do to make it fun, engaging, interesting and valuable for the employees in your organization, do it! That is the mission. Getting feedback is also a main component to fully engage your entire staff.
O is Own the Leadership Agenda. Leadership is the number one challenge among HR and Senior Business Leaders. This is particularly challenging in building leaders among first line supervisors and Millennials. Approximately 40% of your workforce are first time first line managers. Many of these younger associates are not comfortable in these leadership jobs. As I touched on yesterday’s Future in 5, they were promoted based on their functional expertise. The industry is exploding with tools, training, coaching and books to develop leaders within our organizations. This is one of the most important things that HR does.
L is Leverage Learning Everywhere. The learning industry is bursting with growth, as I mention above. The reason for this, is personal financial success is directly tied to your skill-set. If you are good at your job and keep up with the latest trends and your personal development, you will be more successful than someone who is not as good as it. We should be constantly reskilling ourselves whether it be technical, sales roles, etc. Corporate learning has fallen behind learning in the outside world and public information on the internet. Most corporate training departments are struggling to deal with all of the content, technology and formal education in corporate universities, and bring it all together into a really highly engaged corporate environment. People go to work where they feel where they will be able to develop their careers. If a company does not have career development investments, they will not be able to hire the candidates they desire. It is not just a problem of building skills for productivity and performance, this scope includes engaging and attracting people.
D is Demand Data. The HR function is behind everyone else in data. What are the questions that are plaguing your company? Are you hiring the right people? Why do you have sales productivity problems in this department? Why do you have compliance and quality problems? HR has all kinds of data to help decipher the root of all of these issues; however, it has not done a great job cleaning this data and managing it for use. Many HR departments have a large number of resources for this data. There is a huge opportunity in the application of analytics to use the data your company already has, to it’s advantage.
HR has to be BOLD. HR has to reinvent things. Taking work policies and processes that were created 30 years ago, does not work in today’s workplace. These key points are what the future of HR will look like.
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This month’s content on the future of work was made possible by my friends at Work Market. Work Market is a freelance management system that brings freelancers and organizations together. As the freelancer economy continues to grow organizations are going to have to think differently about how they service, innovate, and compete in the future of work.
Jacob is an author, speaker, and futurist. You can learn more by visiting TheFutureOrganization.com. You can also subscribe to Jacob’s newsletter to get weekly content on the future of work and the first 30 pages of his new book, The Future of Work.
