Change is the only constant – too clichéd? But, that does not take away the validity of the statement. While the overarching challenges the CHRO faces will remain the same over time, the game changer today are the incremental challenges that can very well write the success or not-so-successful story. So, the recruitment, attrition and employee communication remains there as a challenge as they were when you started out a career in HR. The incremental challenges are how to address recruitment v/s candidate experience, attrition v/s engagement and employee communication v/s employee experience evolution as technology spreads its blanket everywhere.
Technology is more than your Friend, it’s an Enabler
So, the first step for the HR Leaders of today is to get tech savvy from tech shy. And it is easier said than done. It is not the same as double clicking pictures on Instagram or posting a tweet on Twitter about how sumptuous that croissant, you just had from your favorite breakfast joint was. We all do that – feed content to social media, check out Google Map when we are lost or not, Post reviews, book an Uber and the list is pretty endless. You need to understand what peg and slot mechanism that gets the technology today going and how to use it to make HR function more effective.
Helper No More
What is passive cannot be effective. The HR function today is not a “Helper”. The CHRO is not just not there in the C-Suite to handover the rulebook or the memo. From helpers and enforcers to Business Partners and mentors of organizational excellence, HR Leaders have evolved to be the partners of business units to drive the much touted organizational change.
When you are an active collaborator in creating strategies that put you in the right track towards organizational goals one of the Challenges HR Leaders face is how to align employees towards the said path. After all you are from the employee side, even when you are business partnering. The focus is shifting from process to experience. Employee Experience is the next big thing and it will change how HR and peripherals function. Employee experience starts with the first interview travels all the way to succession planning. Consider yourself a futurist and internal strategist who is a champion for people and is an agent of change.
The last line might sound a tad bit idealistic, but that is the reality of a company who is going future forward. Turn metrics into analytics. HR tech and analytics is all about HR effectiveness aided by data. You can take it as a Challenge HR Leaders face, but the data is not just for filling PowerPoint slides, but is a tool for driving organizational excellence. Create data backed engagement initiatives and branding tools. Technology today allows you to see the company as an outsider. Work on that brand image, not as an insider, but as an outsider or in other words a fair and objective critique.
The AI Workplace
With AI bound to take over on all the routine jobs, CHRO is poised to focus on dynamic and often subjective aspects owing to individual differences. Make room for strategies and collaborative tasks that is dynamic and in a way is an unlearning experience for new roots.
By Lucia Adams
who is a professional writer and blogger.
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