Despite humans being the biggest strength of any organizations, HR Leaders are considered to be less important than other executives. The CEOs lack an eye to identify them as the business-oriented, strategical partners of the firm.
Though acquiring and maintaining the best talent in the industry and winning the ongoing talent war is on the top of the priority list of the CEOs, they are not able to give the regards and respect deserved by the Human Resources Leaders of the company. Here is how that can change.
1. Align talent resources with an organization’s strategy
The ability to guide the CEO with respect to strategic planning along with resource allocation is crucial to the HR’s role in today’s modern business. Chief Executive Officers aspire to hire a Human Resources executive who comprehends the direction of the company and aligns the talent resources according to that.
The Chief Executive Officer needs a brace to identify the correct capacity of resources in each area to implement the strategy and sustain a good balance throughout the organization. Little changes in the organization can transform a loss into a great profit, or vice versa. So, the HR leader must provide relevant data and work towards making the company as efficacious as possible.
2. Help in attracting the best and the sharpest
CEOs expect the Human Resources division to proactively search and recruit industry stars and not only put up job postings whenever there is a vacant position. Filling unoccupied posts is not really enough to become a successful HR Leader. They must make the effort to market the organization in a way which entices the top talent from the industry. Hiring is like a continuous sales procedure, and the best-in-class Human Resources leaders shall embrace it as well as add colossal value.
3. Deliver excellence in the onboarding process
HR leaders must adopt effective management practices and apply the mantra of not micromanaging, but of micro-training. There are several organizations hire capable people just to make them struggle once they are onboard. And, they tend to feel disappointed if the new employee is not able to contribute quickly.
Human Resources can put an end to this toxic dynamic by maintaining the on-boarding procedure. Quality on-boarding encompasses creating awareness among new hire about of company’s history and provide them with general industry knowledge along with the job-specific training.
4. Focus on enhancing employee engagement
Most organizations don’t gauge employee engagement, so they obviously lack somewhere when it comes to managing it. It is another sphere where Human Resources executives can and must take the lead. They should:
• Evaluate engagement through powerful tools like Gallup’s Q12 survey.
• Take strong action on problems surfaced.
• support the whole management chain for engaging employees.
It is highly critical for the HR to mentor and provides feedback to the first-line managers as many of them are not well trained as well as lack the skills which are crucial to keeping the personnel’s motivational levels high.