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By Joachim Skura (More) • Last updated on October 27.04.2024, XNUMX • First published on 25.01.2017/XNUMX/XNUMX • So far 17067 readers, 1130 social media shares Likes & Reviews (5 / 5) • Read & write comments
HR must demonstrate leadership and pursue a strategic approach. Otherwise, the struggle for the best talent in line with business growth not be won.
Companies are educated on Employees relied on to maintain their competitiveness. But the battle for qualified talent is tough. The pressure on the HR department to find top talent is high - this is often the result of a lack of talent Planning of Business.
Employees are a company's most important resource, but also its greatest Investment. This brings the performance expectations of the individual to the fore. However, in order for the individual employee to be able to meet this requirement, someone has to take care of talent management company-wide. Good and active HR are predestined to align the employees to the success of the company. Those who master increase not just their own Significance for the company, but also optimize their professional spectrum. The HR department must show what added value it offers to the company, not only in a supportive role, but also through measurable contributions to business success.
A strategic approach to talent management gives HR an edge in the talent struggle and paves the way for the organization to innovate and grow. This is the result of the management consultancy PWC in its most recent study. PWC states that “an organization that has effective talent management in place can focus more on business opportunities than on the Problems of the workforce.”
However, incentivising and retaining key employees can be difficult. Good employees are aware of their value and would like to be appreciated by the employer. So HR departments not only need to find and recruit the best talent, but also make sure employees are challenged professionally and emotionally committed to the business.
A noble demand on HR! With a ratio of 1:150 for HR managers to employees, how should this be done? What should this 24/7 all-round support look like? automation and Technology need here.
This more intensive support of talents includes individual training courses that are aligned with employee development plans, greater transparency for the employee in terms of career development, and a better understanding of employee needs - these are the central pillars of a modern human resource management system.
This does not mean that HR departments have to devise and implement development strategies themselves. More importantly, they advocate for change and encourage other areas of the business to adopt their approach. Without the buy-in of the business hardly any HRProjects. Therefore, the quantification of the effect of HRMeasures and the demonstration of their relevance within the company is so important.
Important initiatives in the company must come from the management floor - including talent management. HR needs to make it clear that effective talent management is linked to individual performance and the overall success of the organization. Business leaders want clear, quantifiable evidence that people development processes and other talent management approaches are driving greater business value Success to lead. HR analytics are essential in this respect.
The amount of data companies collect is doubling every year. HR is just as affected here as other departments when it comes to maintaining and evaluating data. The requirements of a company in terms of Background, succession planning, forecasting needs, identifying trends in the workforce – these important metrics can be determined from employee data when this information is properly evaluated.
Classical personnel departments rarely take a leadership role or pursue a strategic approach to data usage. However, in view of changing business requirements, additional skills are required. Individuals who know how to evaluate data profitably will be leaders - in their teams and in the management days.
The higher HR's level of data and analytics proficiency, the better they can do business Strategies support and enhance their profile. In case of doubt, this means going back to school. Just like us in HR the lifelong Things to Learn demand from the employees, it also affects their own guild. HR managers have to rethink and be prepared to stand up for the employees. They need to ensure that the company meets changing expectations and is a platform for "business talent".
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Joachim Skura is Thought Leader Human Capital Management at Oracle. He can look back on many years of recruiting experience - for example as a management consultant or HR manager at a major bank. All texts by Joachim Skura.
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