Creating People Advantage 2014-2015
Explore the Creating People Advantage report series, the largest annual HR study of its kind.Read more
Human resources has long been evolving beyond its traditional—and outdated—role as a mere processor of administrative transactions. Today, HR is usually viewed as a strategic partner to the business. The intensity of competition and the pace of change demand that the HR function fulfill this mandate. HR leaders need a clear view of their current capabilities, a set of clear priorities linked to the business strategy, and a targeted approach to improve the most urgent problem areas.
To achieve these objectives, company leaders need to take a far more nuanced view of HR and its underlying activities. The HR function can be broken down into 27 constituent areas, ranging from leadership and talent management to strategic workforce planning, employer branding, social media, and diversity management. In each area, it is critical not only to realistically assess a company’s current capabilities—but also to understand the degree to which that activity will become important in the future. Using this insight, companies can specifically invest to improve the areas that matter most.
From talent needs to digitalization, the pressures to transform the entire HR function are escalating. Organizations must formulate a new view of HR and forge a deeper partnership between HR and the overall business. And they must ensure that each employee is working at the right spot in order to maximize the benefit for the company and the employee. Doing so often requires a fundamental change in HR strategy and operations. Many companies face urgent HR challenges but have low capabilities in handling them.
The following 27 topics were identified in a recent survey as being the most critical HR topics, ranked in order of importance:
Companies on Fortune’s “100 Best Companies to Work For” list have outperformed the S&P 500 in at least eight out of the past ten years.
It is critical for governments to transform their HR organizations, but changing public sector HR is difficult due to often restrictive regulations. Ten steps drive transformation.Read the story