According to Deloitte’s most recent Global Human Capital
Trends Report, 77% of business executives believe that re-skilling the HR
function is a top global issue. As technology and automation advance and
outsourcing becomes more available, the traditional HR function of “people administration”
is quickly becoming obsolete. To keep up with today’s business world, it is
essential that HR embraces a strong focus on “people performance” and aligns
its initiatives with business leaders and issues.
Making that transition sounds easy enough in theory, but it
got us thinking: what would that actually look like? How might your HR team
operate as a business unit aligned with your organization’s overall goals? How
would your focus change?
Following is a list of questions that may give you insight
into how you can implement this new perspective:
- What are my organization’s 2015 objectives and how can HR support and contribute to the business initiatives?
- Where has our HR organization been accepting the status quo? In what areas are we stagnant?
- When was the last time we evaluated our vendors? Are they the most efficient and effective?
- Are we using current technology?
- Where are we spending unnecessarily?
- How could our department contribute to the company’s bottom line?
- What are we doing to ensure we have a high performance team and culture?
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