Traditionally, Human Resource is not regarded as the most innovative or the most influential section of a company. However, these days the Chief Human Resource Officers (CHROs) have changed the game. They are challenging the popular perception that Human Recourse is just an administrative role and they consider themselves as crucial to business strategy.
The main things in the minds of highly innovative CHROs
- Coming up with a feedback loop
It is difficult to measure employee performance and it is even more difficult to connect to important results. But this has a huge impact on the success of a company.
How companies approach the performance reviews is changing quickly. The old ways of analyzing employee engagement and satisfaction survey are not relevant anymore. Currently, timely employee feedback, whether anonymous or direct, is how to determine what is assisting and what is obstructing employee engagement levels.
The major question, however, is if the current feedback apps, services, and websites provide real value or they are just passing fad. The answer has little to do with the feedback and apps but it has more to do with how the employee feedback and input is solicited, evaluated and acted on.
- Thinking like an organization of one
If you had only one person in the company, what will you do? Will you treat the person differently? What will you do to him or her that you are not doing to your workers currently? The theme came about from various Human Resource topics such as benefits, feedback, and compensation. The consensus was that at this point technology can assist in making a career personalization a reality. It can collect the required information to determine what an employee needs and can give a customized experience to everybody at the company.
- Investing in HR technology
HR digitization has been talked about so much, however; most organizations do not understand the power of changing real-world information into digital data. With technology, you can finish the Human Resource duties faster and the lives of employees can also be improved leading to improving the company also. Through aggregating feedback data, surveys, compensation and all other Human Resource roles, organizations get perfect insight into their challenges and opportunities.
- Establishing a diverse organization
Diversity in a working environment means accepting, understanding and valuing the differences between different people. This includes people from different genders, ethnicities, disabilities, ages, religions, sexual orientation and races. It also includes those with differences in skill sets, education, knowledge bases, personalities, and experiences.
There are plenty of discussions about diversity during hiring. However, most organizations do not adhere to their words. This is mostly due to not trying. Something that sounds simple is actually hard in reality. Employing people who are more diverse is just a small percentage of the challenge, coming up with an organizational culture which is more inclusive is way harder.
- Adhering to the rules of employee engagement
Employee engagement is related to how much the employees are committed to and connected to the company. Employee engagement in the current competitive marketplace is the most critical driver of company success. High engagement promotes talent retention, fosters customer loyalty and improves the company performance and stakeholder value.
To create the culture of employee engagement, the HR must lead. The leading is by creating, measuring and evaluating the proactive workplace policies and customs that assist in attracting and retaining talent with skills and expertise needed for development and sustainability.
Surveys about engagement are nearly as old as the Human Resource profession. For most organizations, it has been as long as since the time they reanalyzed their methodology. But the truth remains that surveys on engagement contain valuable data. Innovative Human Resource executives are re-thinking the manner in which they analyze engagement in order to address the way employees feel and come up with meaningful policies.
There are various surveys. Surveys on employee opinion and satisfaction measure the employees’ attitude, views, and perceptions of the company. Culture surveys measure the workers’ point of view to determine whether they are in line with the company. Engagement surveys measure the workers’ commitment, sense of purpose, passion and motivation for their role at the company.
This is the era of real strategic Human Resource. There is no valid reason for Human Resource departments to remain the way they used to be twenty years ago. A number of them still stick to the same thinking yet so much has changed over the years and more changes keep emerging. But problems encountered these days can never be solved with the thinking of yesterday. Human Resource needs to change and the five things discussed above are the tested and real impactful strategies that most innovative CHROs employ.
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- 5 Big Things On The Minds Of Today’s Most Innovative CHROs - April 8, 2018
