The Website and Blog of HR Author and Speaker Lori Kleiman

Where is HR Focused in 2014?

focus2CEOs concerns as they relate to the Human Capital in their organizations is a common theme in business literature today. HR leaders are talking about how to drive additional value to the organization as well as their own internal HR function. The list below is a compilation of issues that are common in literature, as well as those that we hear from top HR executives:

  • Succession planning – putting a focus on the future leadership and intellectual property for the organization 3-6 years in the future. How are we identifying and developing this critical pool of resources for the future?
  • Finding and retaining top talent – recruiting and training are expensive activities for any organization. HR is focused on finding the right people that will be top performers for the future. At the same time, your HR department is focused on retention strategies that will ensure this pool is aligned with your vision and engaged in the corporation.
  • Diversity management – It’s just not enough to have a training program annually and anticipate mutual respect and inclusion in the workplace. Diversity takes work – and HR should make it a priority. A watchful eye should occur behind the scenes to be certain that the meaning of the diversity plan is carried out in management actions. Diversity is a place that is best lead from the top starting with your HR department.
  • Analysis and forecasting – HR should be providing management valuable metrics that help drive the strategic goals and allow for business decisions to be made based on data. For example, you are only interested in a recruiting metric of the length of time it takes to fill a position if you have critical vacancies that open for long periods of time. You are likely more interested in a metric that will show you the recruiting source that produced candidates that have been promoted in the first 18 months. Be sure your HR team is providing the metrics you need to drive initiatives and meet your goals.
  • Leadership skills  – your top HR team-member will be viewed as a leader in the organization. Even if they are not invited to the top manager meetings, the employees will see this person as their confidant and ombudsman for concerns. Be sure that your human resources connection to the employees is a trusted member of the organization that embodies the cultural vision of the management team.
  • Change management – most importantly, your human resources function must be comfortable with change. They will often be the face of the change to the organization and help employees struggling with new policies and procedures adapt. It is essential that the HR department accept changes, even when they may not agree. As a leader in the organization, they must be positive about how employees can embrace the new process and move forward in their positions.

As a CEO, does this look like the list you would like from your HR department? Do you see an HR department that is stuck in a rut of administration and compliance? If so, talk to your HR professionals about what you want and how you can move the focus to the list shown going forward.

Photo: Mike Smail

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Lori was great – extremely thorough, very knowledgeable, gave great tips in regards to how to approach the materials, the questions and the test.
JR - Asst. HR Manager - and new SPHR

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