HR is a team sport: Priorities in 2012 revealed

by 23 Apr 2012

Growth, cloud, social, mobile and analytics are among this year’s top HR trends according to a one of the most comprehensive reports of Australian HR professionals.

The Human Capital Trends 2012 report from professional services firm Deloitte examined the broad impacts of key human capital trends that are said to be reshaping the HR profession, as well as the actual business of HR over the next 18-24 months.

The key trends identified were:

  • Growth
  • Globalisation
  • Leadership pipeline
  • Risk management
  • Advanced software tools
  • Social media
  • Cloud services
  • A different approach to the sales force

According to Lisa Berry from Deloitte, organisations that use HR teams to deal with people related challenges and adjust their HR and talent priorities accordingly will be best placed to leap ahead and drive efficiency and value in their organisation.

Five actions that organisations can take right now:

  1. Invest in HR leaders with the knowledge, skills, and motivation for global operations. New operating models are anticipated to require new skill sets. Develop or hire HR leaders with the skills and competencies to be business driven and to lead and support business change.
  2. Expand HR’s services. Rethink the services that HR provides and how those services are delivered. Develop new services and capabilities to support strategic business activities, such as M&A and new-market entry.
  3. Align HR around a global operating model. Redesign HR’s organisational structure to align with and support business operations that are truly global. Develop new roles, responsibilities, and skill requirements for HR staff.
  4. Ratchet up HR’s change management capabilities. Create a dedicated team with deep knowledge and experience in managing large-scale change. Key skills include leader and employee communication, executive coaching, transition planning, and overcoming organisational resistance.
  5. Harness the power of advanced analytics. Despite the proliferation of HR management and enterprise resource planning (ERP) systems and data, many companies still lack important insights about people-related business issues. Advanced analytics can help a company manage its global workforce more effectively and focus its efforts on business areas with the greatest need. For example, it can help predict talent supply and demand based on a wide range of factors, including leading indicators such as customer demand forecasts and new home construction. It can also help identify critical workforce segments based on current and future business requirements.


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