Post-pandemic trends are driving change in the ways many organizations are going to be operating. Part of this is digital disruption and part of it is something like artificial intelligence that is really going to affect the way organizations carry out their works, market their products, and services.
So, what does it mean for the skills and competencies of people who are in HR roles? HR people are really helping organizations make their employees as productive and engaged as possible and ready to meet these challenges.
In 2020, LinkedIn did a survey of thousands of HR professionals and they identified some key skills that they felt they really needed to work on to develop. Let’s put across five of the top HR skills and competencies today’s HR professionals need to develop.
People or Workforce Analytics
It is understanding how data, how information can be used to really make better decisions about recruitment, performance management, retention, employee engagement, etc. Whatever HR managers are doing needs to be backed by data. If you know your data, you will be successful. For example, if you know the market salary of a particular skill, then you know how to position your particular recruitment pitch. If you know which benefit is going to impact the maximum population of yours, you will work on that kind of benefit. When you know what is the cost involved in any particular benefit you roll out or you are deciding on any kind of recruitment strategy, your steps should be backed by data.
This skill is about ensuring that what you are doing from a workforce development perspective is really supporting an organization’s strategy whether it is a big organization or a small one. How do you make sure that you are deploying your people most effectively? It is where the importance of strategic workforce planning comes in.
HR professionals are directly responsible for impacting outcomes related to organizational success by developing, maintaining, and executing sound HR management policies, practices, and procedures. In order to ensure flawless results, effective HR management practices need to be in place so that organizations benefit from them in the form of reduced turnover, increased productivity and financial performance, and sustained competitive advantage. To implement successful initiatives, HR professionals must have process expertise.
HR people decide on compensations and benefits based on training and development, social activities, performance appraisals, etc. They need to incorporate these activities into their organization’s strategic planning and budgeting, considering each department’s projects and their individual functions. The main objective of the HR managers is to limit expenditures and not overspend on unnecessary activities.
Since the pandemic, the importance of going digital is even more palpable. However, HR management adopted the digital interface from the time even much before, maybe a decade or more before! But what is noticeable from the pandemic period HR managers are feeling so many sides of its advantages for handling a variety of duties including tracking payroll, onboarding, and training for new hires, retaining good employees, etc.
These are the core required skills because these skills regardless of whether somebody is primarily focused on talent acquisition, compensation, or employee engagement, whatever their functional focus is, that ability or competence to understand data, interpret data, make decisions by using data, and also thinking strategically about how their functions fit into the bigger picture. All these are really critical skills and competencies of HR people.
Do you think you need to skill up your HR competencies to keep you ahead in the curve? Check with the HR management and development courses offered online and also at physical classes by Promise Training & Consultancy. All of their HR management and development courses are updated in keeping with the futuristic trends in the HR management domain and to help organizations address some of the key changes and key trends.