While HR must understand the demands of employees, understanding the needs and requirements of the custodians of workplace culture and talent development becomes equally important for shaping the future of work.
On International HR Day, we asked some of the biggest questions that cross the minds of HR professionals and seek answers to them with inputs from HR leaders across industries. This story provides a comprehensive look at what HR professionals desire in terms of learning, business strategy involvement, and support from the C-suite.
HR Wish List 01: What does HR want in terms of learning?
HR professionals are continuously seeking essential tools, technologies, and resources to enhance their capabilities and manage their responsibilities more effectively.
Nitin Nahata, Group CHRO, Gameskraft writes, “In today’s ever-evolving business landscape, forward-thinking business leaders increasingly acknowledge HR’s need at the forefront when it comes to addressing evolving business needs and navigating the complexities of the VUCA world.”
“Modern HR professionals seek to seize opportunities to assume significant responsibilities in driving business outcomes. In terms of learning, they are devoting considerable efforts in moving beyond mere cultural alignment to assessing individuals’ skill sets and their potential contributions for optimized organizational performance. This proactive approach underscores HR’s evolving role as a strategic partner in shaping organizational success.”
Rency Mathew, Global People Leader APAC, Sabre insisted on the need to focus on networking.
HR professionals need to stay curious and seek out what they don’t know. It’s easy to stick to familiar tasks, but with the rapid changes in the industry, it’s essential to keep up with new developments. It’s also important for us to dedicate time both online and through networking, to discover emerging trends, challenges, and learn best practices from our peers and colleagues.
Secondly, try new things. The world is evolving, and outdated policies often need revision. Our HR roles provide us the perfect platform to study, lead discussions, and drive change. Clinging on to old methods prevents us from adopting newer practices. It’s one thing to find great ideas, and another to implement them.
Great ideas require time, effort, and management. We need to be able invest time to learn the best practices in project management to lead these changes.
As an HR leader, it’s important to know what’s available, and to use all the tools at your disposal to drive the implementation of your HR plans.”
HR Wish List 02: What does HR want in terms of business strategy?
HR leaders are advocating for a more strategic role within their organizations. By integrating HR leaders into strategic planning, companies can ensure that their human capital is aligned with their business objectives, fostering a more cohesive and effective approach to achieving long-term goals.
Abraham Cherian, Head of People, Tesco Business Solutions & Tesco Bengaluru shared the need for robust talent development programs.
“HR leaders today seek a dynamic balance between fostering a positive work culture and driving organizational success. They wish for an environment where employee well-being is paramount, promoting engagement and productivity. Diversity and inclusion are not mere buzzwords but foundational pillars that shape hiring practices and team dynamics. HR desires robust talent development programs, recognizing that investing in employees’ growth enables retention and make the organization fit for the future. They yearn for strategic partnerships with management, ensuring that HR initiatives align with overarching business goals.”
“Technology also features prominently on their Wishlist, with advanced HR analytics and automation tools simplifying processes and providing deeper insights into workforce trends.”
Ultimately, HR leaders envision a workplace where everyone’s welcome, where people are valued, and driving the organization forward in a competitive landscape. This holistic approach reflects their deep understanding that people are at the heart of everything we do.”
While there is need to help the HR function get access to the latest tools and technology, they have expectations from C-Suite and Leadership as well.
HR Wish List 03: What does HR want from the C-suite leaders?
Emma Kajihara-Venemans, Global HR Director, o9 Solutions notes,
“HR professionals need to have a holistic view of people and business needs in the fast-changing environments and have a strong voice in developing the strategic narrative of the organization as a subject expert.”
Ranjini Rajashekar, Director, Talent Experience, MiQ writes,
“In today’s dynamic business landscape, the partnership between HR professionals and the C-suite is more crucial than ever. Our success hinges on key elements that drive both people and business forward. Visionary alignment is essential, where leaders must articulate a clear vision that resonates with the organizational culture.”
“Leaders must resist placing profits at the center, understanding that taking care of people ensures customer satisfaction and business success. HR should be a strategic partner, not just an administrative function. A motivated and engaged HR team is a powerful asset and limiting it to legal and administrative tasks is a wasted opportunity.”
“Congruence in intent, articulation, and action is crucial. Many organizations display mission, vision, and values statements, but often these do not match the reality, creating cognitive dissonance among employees. Leadership can build trust by ensuring consistency between their words and actions and addressing discrepancies transparently. Identifying and eliminating unconscious biases is essential, and data analytics can help uncover these biases.”
“Leaders must confront their own biases and be open to challenge. Reverse mentoring, where the HR team operates in a culture of honesty, can make HR vital confidants and conscience keepers for the C-suite, requiring leaders to embrace vulnerability and honesty.”
While, Nitin Nahata, Group CHRO, Gameskraft notifies the importance of investing in people and culture.
“The C-Suite and leadership must understand that while immediate business results are crucial, investing in culture and people is equally vital for long-term success. Patience and trust are key virtues in this journey. Today, HR Professionals want to see leaders support HR teams in prioritizing a conducive environment for growth, nurturing talent, and building a resilient organizational culture that stands the test of time, over instant transformations.”
Like all other functions, HR too needs continuous improvement and value addition so that they can contribute to the business goals of the organizations and create a future ready workforce.
