The new human resources functions reveal the strategic importance that this area has begun to acquire within the organisation.. The Personnel Department has even changed its name, a further reflection of the evolutionary process underway, and, as a result, many companies now no longer speak of HR, but rather of the Talent Area.
Human resources functions bring more value than ever before as they go beyond the purely transactional. Processing payrolls, preparing contracts and terminations, handling social security or severance payments is only a small part of their contribution to the company.
Today, the leaders in this area are more involved with the overall business objectives and are therefore responsible for developing strategic solutions for employment-related issues that affect the organisation's ability to achieve its productivity and performance goals.
However, this is not yet the case for all companies. As a study by Deloitte, ehe 80% of respondents believe that their company's HR skills are a major issue, a gap that will need to be addressed quickly to meet the demands of this new era in HR.
While at present those responsible for the new human resources functions are supported by technology, It is also necessary for these leaders to have an enhanced skill set.
Talent management systems, recruitment platforms, performance measurement software, The tools available to those who manage the recruitment process include: support programmes for the incorporation of new candidates or solutions specifically designed to take on the major part of the recruitment process.
But to get the most out of them and to be able to deliver value to the organisation, those behind the human resources functions also need to be trained for:
New HR functions are responsible for a more conscious company culture, a more cohesive team and happier employees.. Talent and motivation are a constant in companies where those responsible for this area understand the importance of work-life balance, know when it is necessary to boost performance with incentive programmes, and do not deprive themselves of the advantages of proactive recruitment.
If the entire organisation and all departments are evolving and already moving forward in their digital transformation process, why not start the movement in such a strategic area? The sustainability of the business and its future depend on the results achieved today. Is your organisation ready for change? Has it already started? Do you have the technological means to make it possible and maintain its effects over time?
