HR’s role ischanging
the newHR professional is
A SAVVY AND SMARTBUSINESS STRATEGIST
COMFORTABLE WITHNEW TECHNOLOGY
FOCUSED ON DATADRIVEN RESULTS
WILLING AND OPENTO TRY NEW THINGS[1]
So, now we knowwhat they do
but...
what does thenew HRprofessionalthink?
We surveyed800of our members
and got theirperspectivestop 10
this is what we found
1They careabouthelping peoplefurther their careers
want to contribute atthe individual level, notjust organizationally.[2]78%
2They want to berecognized
feel that being recognizedfor their hard work makestheir careers feel meaningful.81%
3They care aboutadvancingtheir careers
HRrequiresskills&expertiseCompanies should build professional,technical, and managerial developmentstrategies to help HR p...
4They significantlyimpact the needs of the organization
HRhelpsthebusinessfunctionby acting as a “talent producer,”developing and supporting talenton a regular basis.[4]
5They have an effect oncompany culture
Buildingarobustcorporateculturewith strong employee engagementsets companies apart.
6Their contributions drivebusiness objectives
HRisinapositionto get a full perspective of the wholebusiness, including internal factors aswell as external business cond...
7They are a forceforeconomic recovery
With the increased use of temporary andcontract workers, HR is actively engagedin the growth of talent for companies.[7]
8They have challenges toovercome
believe they have a budgetthat’s too small to work with.56%$$
feel there’s no way to measurethe program’s effectiveness.50%
have low employeeparticipation.40%
are unable to find a meaningfulrecognition program.36%36%
feel like they don’t have timeto recognize employees.33%
but still...
9They are optimistic
Beingseenasanemployerof choicein their industry and community alsohelps raise spirits, especially when thosecompanies are ...
10They are hungryfor best practices andprofessional insights
HRknowsthatits own skill development will be criticalas technology and specialties change.
The bottom line...
...a business-savvy HR procan have a big impact!
Download our white paper to see how youcan redefine your HR team and become astrategic power player.DOWNLOAD NOWRedefining...
STAY CONNECTED WITH US!
1. Bersin, Josh. Predictions for 2013: Corporate Talent, Leadershipand HR — Nexus of Global Forces Drives New Models for T...
The Redefined HR Pro
Upcoming SlideShare
Loading in...5
×

The Redefined HR Pro

48,758

Published on

A recent survey of over 800 members of the Achievers community identified the top 10 perspectives that are defining the new HR professional.

Published in: Business, Technology
10 Comments
94 Likes
Statistics
Notes
  • Thank you for enjoying the Redefined HR Pro SlideShare!
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • @carlnielson Interesting perspective! Thanks for sharing.
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • @ Achievers: Thank you for replying. I agree with you that every company varies in what it uses HR for and how it defines it, but still, what the professionals see as something forward looking is already outdated to me, from my managerial experience, as one of the other comments mentioned. The HR field needs far bigger disruption than this if it plans on being of more value to the real business.
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • @Achievers What HR wants or cares about can be all over the board. Think of a bell curve for HR performance.
    A blend of tactical and strategic focus in true business partnership with operations executives is found at the far right of the bell curve. What is found at the mean is a kind of status quo on HR practices identical to what was being done 30+ years ago even though disruptive technologies and practices have been available for the past 5+ years.
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • @carlnielson, Thanks for commenting! Based on your experience, how would you characterize what HR wants?
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
No Downloads
Views
Total Views
48,758
On Slideshare
0
From Embeds
0
Number of Embeds
33
Actions
Shares
0
Downloads
0
Comments
10
Likes
94
Embeds 0
No embeds

No notes for slide

The Redefined HR Pro

  1. 1. HR’s role ischanging
  2. 2. the newHR professional is
  3. 3. A SAVVY AND SMARTBUSINESS STRATEGIST
  4. 4. COMFORTABLE WITHNEW TECHNOLOGY
  5. 5. FOCUSED ON DATADRIVEN RESULTS
  6. 6. WILLING AND OPENTO TRY NEW THINGS[1]
  7. 7. So, now we knowwhat they do
  8. 8. but...
  9. 9. what does thenew HRprofessionalthink?
  10. 10. We surveyed800of our members
  11. 11. and got theirperspectivestop 10
  12. 12. this is what we found
  13. 13. 1They careabouthelping peoplefurther their careers
  14. 14. want to contribute atthe individual level, notjust organizationally.[2]78%
  15. 15. 2They want to berecognized
  16. 16. feel that being recognizedfor their hard work makestheir careers feel meaningful.81%
  17. 17. 3They care aboutadvancingtheir careers
  18. 18. HRrequiresskills&expertiseCompanies should build professional,technical, and managerial developmentstrategies to help HR professionals addskills to their repertoires.[3]
  19. 19. 4They significantlyimpact the needs of the organization
  20. 20. HRhelpsthebusinessfunctionby acting as a “talent producer,”developing and supporting talenton a regular basis.[4]
  21. 21. 5They have an effect oncompany culture
  22. 22. Buildingarobustcorporateculturewith strong employee engagementsets companies apart.
  23. 23. 6Their contributions drivebusiness objectives
  24. 24. HRisinapositionto get a full perspective of the wholebusiness, including internal factors aswell as external business conditions.[5]
  25. 25. 7They are a forceforeconomic recovery
  26. 26. With the increased use of temporary andcontract workers, HR is actively engagedin the growth of talent for companies.[7]
  27. 27. 8They have challenges toovercome
  28. 28. believe they have a budgetthat’s too small to work with.56%$$
  29. 29. feel there’s no way to measurethe program’s effectiveness.50%
  30. 30. have low employeeparticipation.40%
  31. 31. are unable to find a meaningfulrecognition program.36%36%
  32. 32. feel like they don’t have timeto recognize employees.33%
  33. 33. but still...
  34. 34. 9They are optimistic
  35. 35. Beingseenasanemployerof choicein their industry and community alsohelps raise spirits, especially when thosecompanies are major contributors tomiddle-class jobs.
  36. 36. 10They are hungryfor best practices andprofessional insights
  37. 37. HRknowsthatits own skill development will be criticalas technology and specialties change.
  38. 38. The bottom line...
  39. 39. ...a business-savvy HR procan have a big impact!
  40. 40. Download our white paper to see how youcan redefine your HR team and become astrategic power player.DOWNLOAD NOWRedefining the HR ProfessionalHR professionals know their role is changing in the workplace. They are offering morecritical workforce information and helping to ensure that companies have the talentthey need to carry out their strategies for the future. HR professionals are becomingsavvy business strategists, highly skilled in modern talent management and employeeengagement approaches, aware of and comfortable with technology, data-driven, andwilling to try new things.1Through a recent survey of over 800 members of the Achievers community, we are bringingperceptions among HR professions about their role in the workplace and how they will bechanging the way we think about talent and business.1Bersin, Josh. Predictions for 2013: Corporate Talent, Leadership and HR — Nexus of Global Forces Drives New Models for Talent. Bersin by Deloitte.2013. To view this complimentary report, visit http://www.bersin.com/Practice/Detail.aspx?docid=16164&mode=search&p=Talent-ManagementHR PROTHE REDEFINEDHR PROTHE REDEFINEDMeet Your Strategic Power PlayerAchievers’ Take:Employee Success starts withrecognition. As HR becomes a strategicpower player, focusing on EmployeeSuccess will be in lineprofessional motivationswith business objectives.
  41. 41. STAY CONNECTED WITH US!
  42. 42. 1. Bersin, Josh. Predictions for 2013: Corporate Talent, Leadershipand HR — Nexus of Global Forces Drives New Models for Talent.Bersin by Deloitte. 2013. To view this complimentary report, visithttp://www.bersin.com/Practice/Detail.aspx?docid=16164&mode=search&p=Talent-Management2. Ibid.3. Ibid.4. Ibid.5. Ibid.6. KPMG. Rethinking Human Resources in a Changing World. 2012.http://www.kpmg.com/global/en/issuesandinsights/articlespublications/hr-transformations-survey/pages/default.aspx7. Ibid.

×