Managing human resources is about managing the employment life cycle – recruitment, training and development, deployment and retention until attrition, right? Not quite! Times are evolving and HR management is not lagging behind in moving from being an operations function with a process-oriented approach to a function which offers strategic guidance and solutions to the complex problems presented by workforce trends – like the globalization of talent acquisition and management.
HR as a Strategic Advantage
HR processes have moved from being labor-intensive and manual to automated processes which rely heavily on technology. Today’s HR technology provides HR leaders – as well as business leaders – with data about their operation that was never previously available; internally generated information that cannot be found in expensive surveys of general industry trends. The best HR executives are capturing and using this data to deeply understand their workforce and make decisions tailored to the needs of their unique businesses.
It is all about using information to leverage competitive advantage. Data can be used to not only answer “what happened” but “why did it happen” and, most importantly, “what can you do to shape what happens next”? :
All in all, HR today is evolving and growing into a highly supportive function which is crucial to the success of any business – much more than ever before. But, to secure a seat at the head table, HR must proactively use information only they can gather to anticipate the future and suggest options for future company growth.
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