Today’s C-level executives are realizing that they can’t regard HR merely as a back-office function anymore. The world of work is evolving and we’ve come to realize that when human resources is included in the strategic aspects of an organization, company-wide progress is much more likely to be fast-tracked.
Below, are the parts of an HR department’s role and responsibilities that can best promote the CEO’s main goal, to achieve runaway success for the organization.
Doing it with data: An HR team can prove its value to the CEO by relying on data-based analysis to show how its functions connect to an organization’s long-term goals. An HR department that can back up the claim that the talent its hiring is supporting the company’s culture, systems, policies and broader strategic initiatives is a team that’s sure to be noticed by the chief executive officer.
Getting flexible: An effective HR department is one that’s aware and responsive to the changing world of work. At its best, a high functioning HR team can spot trends that a company’s leadership needs to be made aware of. And when a CEO is kept up to date like this, an organization’s needs and priorities in the months and years ahead can be successfully redefined to keep pace with industry-wide changes.
Impacting culture: More than ever, a company’s culture matters – a lot. And HR’s uniquely suited to create a culture of success since it occupies a special place within the organization, as a bridge between management and employees. Building or changing a workplace culture is complicated. But a proactive, engaged and caring HR team understands, communicates and acts on the needs of everyone – individuals, teams and managers alike.
Boosting retention: In 2016, the average employment tenure in the United States went down, again, to 4.2 years.These kinds of numbers keep CEOs up at night. An organization’s leadership is all too aware of the high costs that come with advertising for new vacancies, interviewing new candidates and training new people. But HR can take some of this heavy load off the CEO’s shoulders. By checking in with their people on a regular basis, making it easier for staffers to speak out about brewing problems and quickly solving any issues that arise, HR can help prioritize employee retention.
Your professional development: One of HR’s main responsibilities is to encourage people to continue to develop professionally. But to become indispensable to your CEO, your HR team should also focus on continuing its education. Human Resources is in a constant state of development. A CEO’s more likely to appreciate the value of HR if its team members are coming up with creative ideas and innovative approaches to increasing an organization’s productivity. By attaining new online certifications, going to HR conferences and even going back to school, your team’s more likely to stay current on shifts and changes in the HR landscape.
From people to business metrics: In today’s talent-driven environment, CEOs are increasingly expecting their HR chiefs to play a more active role in influencing business strategy. But in the Harvard Business Review Analytic Services study, How CEOs and CHROs Can Connect People to Business Strategy, only 24% of respondents said that their HR teams are providing analytics that connect their people metrics to business metrics. The positive impact of an organization’s CEO and CHRO working in sync, based on info that’s gathered and analyzed by the HR team, is that an organization’s leaders are better able to make data-driven strategic decisions.
In today’s hyper-competitive and increasingly global market, relying on gut instinct simply won’t cut it.