![WILLING AND OPEN
TO TRY NEW THINGS[1]](https://image.slidesharecdn.com/ssredefinedhrpro-130520132140-phpapp02/75/the-redefined-hr-pro-7-2048.jpg?cb=1665178266)
![want to contribute at
the individual level, not
just organizationally.[2]
78%](https://image.slidesharecdn.com/ssredefinedhrpro-130520132140-phpapp02/75/the-redefined-hr-pro-15-2048.jpg?cb=1665178266)
![HRrequires
skills&expertise
Companies should build professional,
technical, and managerial development
strategies to help HR professionals add
skills to their repertoires.[3]](https://image.slidesharecdn.com/ssredefinedhrpro-130520132140-phpapp02/75/the-redefined-hr-pro-19-2048.jpg?cb=1665178266)
![HRhelpsthe
businessfunction
by acting as a “talent producer,”
developing and supporting talent
on a regular basis.[4]](https://image.slidesharecdn.com/ssredefinedhrpro-130520132140-phpapp02/75/the-redefined-hr-pro-21-2048.jpg?cb=1665178266)
![HRisinaposition
to get a full perspective of the whole
business, including internal factors as
well as external business conditions.[5]](https://image.slidesharecdn.com/ssredefinedhrpro-130520132140-phpapp02/75/the-redefined-hr-pro-25-2048.jpg?cb=1665178266)
![With the increased use of temporary and
contract workers, HR is actively engaged
in the growth of talent for companies.[7]](https://image.slidesharecdn.com/ssredefinedhrpro-130520132140-phpapp02/75/the-redefined-hr-pro-27-2048.jpg?cb=1665178266)
The Redefined HR Pro
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A recent survey of over 800 members of the Achievers community identified the top 10 perspectives that are defining the new HR professional.
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The Redefined HR Pro
- 2. the new HR professional is
- 4. A SAVVY AND SMART BUSINESS STRATEGIST
- 6. FOCUSED ON DATA DRIVEN RESULTS
- 7. WILLING AND OPEN TO TRY NEW THINGS[1]
- 8. So, now we know what they do
- 9. but...
- 10. what does the new HR professional think?
- 11. We surveyed 800of our members
- 13. this is what we found
- 14. 1 They careabout helping people further their careers
- 15. want to contribute at the individual level, not just organizationally.[2] 78%
- 16. 2 They want to be recognized
- 17. feel that being recognized for their hard work makes their careers feel meaningful. 81%
- 18. 3 They care about advancing their careers
- 19. HRrequires skills&expertise Companies should build professional, technical, and managerial development strategies to help HR professionals add skills to their repertoires.[3]
- 20. 4 They significantly impact the needs of the organization
- 21. HRhelpsthe businessfunction by acting as a “talent producer,” developing and supporting talent on a regular basis.[4]
- 22. 5 They have an effect on company culture
- 23. Buildingarobust corporateculture with strong employee engagement sets companies apart.
- 24. 6 Their contributions drive business objectives
- 25. HRisinaposition to get a full perspective of the whole business, including internal factors as well as external business conditions.[5]
- 26. 7 They are a forcefor economic recovery
- 27. With the increased use of temporary and contract workers, HR is actively engaged in the growth of talent for companies.[7]
- 28. 8 They have challenges to overcome
- 29. believe they have a budget that’s too small to work with. 56% $ $
- 30. feel there’s no way to measure the program’s effectiveness. 50%
- 32. are unable to find a meaningful recognition program. 36%36%
- 33. feel like they don’t have time to recognize employees. 33%
- 34. but still...
- 36. Beingseenasan employerof choice in their industry and community also helps raise spirits, especially when those companies are major contributors to middle-class jobs.
- 37. 10 They are hungryfor best practices and professional insights
- 38. HRknowsthat its own skill development will be critical as technology and specialties change.
- 40. ...a business-savvy HR pro can have a big impact!
- 41. Download our white paper to see how you can redefine your HR team and become a strategic power player. DOWNLOAD NOW Redefining the HR Professional HR professionals know their role is changing in the workplace. They are offering more critical workforce information and helping to ensure that companies have the talent they need to carry out their strategies for the future. HR professionals are becoming savvy business strategists, highly skilled in modern talent management and employee engagement approaches, aware of and comfortable with technology, data-driven, and willing to try new things.1 Through a recent survey of over 800 members of the Achievers community, we are bringing perceptions among HR professions about their role in the workplace and how they will be changing the way we think about talent and business. 1 Bersin, 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-Management HR PRO THE REDEFINED HR PRO THE REDEFINED Meet Your Strategic Power Player Achievers’ Take: Employee Success starts with recognition. As HR becomes a strategic power player, focusing on Employee Success will be in line professional motivations with business objectives.
- 42. STAY CONNECTED WITH US!
- 43. 1. Bersin, 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-Management 2. 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.aspx 7. Ibid.