Whether deserved or not, this stigma is clearly evident in the survey. For example:
- Eighty-one percent of respondents see talent management as a key competitive advantage over the coming three years.
- Only 15 percent see HR as able to provide insightful and predictive workforce analytics.
- Just 17 percent view HR as able to demonstrate measurable value to the business.
In which of these areas do you think your company’s HR function excels?
At the very least, HR has a perception problem, though in many cases it may have actually failed to deliver real value.
We believe: As the shifting challenges of globalization and virtualization combine with new technological tools, executives should take a number of steps to improve the HR function’s business contribution and its image by:
- Making the value of HR more prominent and understood.
- Thinking (and communicating) in the language of business.
- Moving from administration to higher-value-added activities.
- Transferring appropriate responsibilities to line managers.
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