'HR executives clearly see the importance of this objective,' says expert on survey results
HR leaders across the world have placed first the development of effective leaders as their top priority this 2024, according to a new report from The Hackett Group.
The report, which garnered responses over 375 executives, found that 65% are prioritising the development of "effective leaders for a changing business and workplace."
This is the second year in a row that leaders are prioritising this objective, according to the report.
Tony DiRomualdo, senior research director at The Hackett Group, attributed this to the pressing need to equip managers to guide the organisation through challenges from business disruption and workplace transformation.
"HR executives clearly see the importance of this objective," DiRomualdo said in a statement. "The percentage of study respondents with a major 2024 initiative planned to address this objective is 65% – higher than for any other objective in the top 10."
Developing leadership
To achieve their goal in leadership development, DiRomualdo said it will not only take committing resources but also sustaining their focus on the objective.
"The opportunity is significant," he said. "Our functional HR benchmarking results show that Digital World Class® HR organisations – those that perform in the top quartile in both business value and operational excellence – spend 27% more HR business partner time focused on organisational and leadership development."
The people skills of leaders can make a difference amid volatile markets and disrupted workplaces, according to DiRomualdo.
"To succeed, leaders must sharpen seminal competencies while mastering new management techniques," he said.
Meanwhile, the full list of objectives for HR executives include:
- Develop effective leaders for a changing business and workplace
- Create and maintain a high-performing organizational culture
- Act as a strategic advisor to the business
- Recruit and retain staff in key business positions with critical skills
- Align workforce planning and strategy to business planning
- Improve talent management capabilities
- Address key talent and critical skills shortages
- Improve employee, manager, and candidate experiences
- Adapt talent acquisition strategies to dynamic labour markets
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