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 new HR functions have the support of technology, It is also necessary for these leaders to present an enhanced set of skills.
Talent management systems, recruitment platforms, performance measurement software, support programmes for onboarding new candidates or solutions specifically designed to handle the majority of the recruitment process are some of the tools available to those managing this Department.
But, to get the most out of them and deliver value to the organisation, those in charge of HR functions also need to be trained for:
The new HR functions are responsible for a more conscious company culture, a more cohesive team and more satisfied employees.. Talent and motivation are constants in companies where those responsible in this area understand the importance of work-life balance, know when it is necessary to boost performance with incentive programmes, and do not shy away from advantages of proactive recruitment.
If the entire organisation and All departments are evolving and already progressing with their digital transformation process; why not start the movement in such a strategic area? The sustainability of a business and its future depend on the results achieved today. Is your organisation ready for change? Has it already begun? Do you have the technological resources to make it possible and maintain its effects over time?
