HR leaders should be able to absorb data from the sphere in which they operate, use this information to identify relevant developments and respond accordingly. Areas to be analysed include new trends in both staff and clients, along with potential risks and appropriate measures to reduce their possible impact.
Businesses are subject to various rules and regulations, failure to comply with which can result in substantial fines. HR leaders should be responsible for ensuring companies see the benefits of behaving within the spirit of the law rather than seeking legal loopholes.
HR needs to lay the foundations of an organisation that will attract top talent and ensure the workforce remains loyal through both good times and bad.
Edwards offers three recommendations on how best to promote confidence within the company:
Allow a proper discussion of people matters. This issue is not ignored completely even now; however, a third of the senior HR specialists surveyed suggested the time allowed for debate was insufficient.
Align senior stakeholders. Here two-thirds of the specialists wanted to see greater alignment in promoting the people change agenda.
Secure appropriate investment. Again, two-thirds of the specialists mentioned a lack of technological and financial means for carrying out their company’s people strategy.
Another interesting finding of the survey was that more than two-thirds of CEOs intend to look beyond their own company for their new HR director rather than promote internally. Either way, HR managers who possess the qualities described above will be well positioned to promote the values of their organisation.
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Article source HR Zone - British website focused on HR