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10 Skills propelling HR forward
The human resources function is in the midst of a technological revolution and roles within the sector are evolving accordingly. Many businesses are better at harnessing the power of their data around their employees, particularly around performance. Meanwhile, the growth of AI is taking away menial admin tasks from many professionals’ day-to-day responsibilities. After spending time with our specialist human resources recruiters, we have put together the top 10 skills for the HR sector.
1. Organisational effectiveness
Organisational effectiveness (OE) focuses on helping the leadership team to fine-tune and develop the organisation to its maximum capacity, by enabling change and enhancing performance, and capability. The significance of OE has grown over the years to become one of the most critical practices an organisation needs to embrace in order to maintain and increase its levels of performance within a rapidly changing environment.
2. Talent attraction and retention
It has never been more important to communicate the full employee value proposition (EVP) when recruiting new staff. Securing and retaining the best talent on the market requires a robust, multi-channel strategy and remains the bedrock under most of HR, and therefore organisational objectives. We expect to see more investment in technology, the use of video and creativity to showcase what careers are on offer in organisations.
3. People analytics
There is now a growing movement around the philosophy that HR should be using all the data a company has on its employees to guide a board or management team to make people decisions that have a significant impact on areas such as productivity, revenue, and profits. This is not about an algorithm - this is about making people decisions with much better information. As AI takes a lot of the legwork out of collecting data, the emphasis is on having professionals who are able to analyse the information to make better decisions.
4. Diversity and inclusion
Many businesses have made efforts to either improve or enforce a diversity and inclusion plan, and the subject’s continued growth, remains to be a key talking key point
“Switzerland market is gifted with candidates with different cultural backgrounds but mixing more generations and gender with various individual abilities and working styles is a still a hot topic, says Anthony Sorlin, HR Director at Michael Page. “A diverse workforce will reap benefits and a diversity expert will help steer a business in the right direction. The ability to pull the right data, fully understand it, and compile it into insightful reports, to enable a business to create meaningful policies and actions, is a necessity.”
Mentoring has always been an important skill for HR and managers, but it has become more and more important, especially as the workforce changes. Mentoring helps individuals to better understand the ways that they can tackle problems through the experience of others. This can create a highly functioning workforce that places less reliance and strain on its management or HR teams for answers, and can also have a significant effect on reducing attrition.
6. Programme management
Programme managers are accountable for the delivery of a project or a department's HR elements. They are the voice of HR within the business, so confidence and clear communication are essential. A strong degree of project management experience is required to design the plans relating to the employee lifecycle, and there will definitely be an expectancy that project tasks run on time. Having a thorough grasp of popular HR systems will allow HR programme managers to better work with those at the senior management level to support the HR function.
7. Management of a 5-Gen workforce
With five generations now operating in the workplace, HR teams need adaptable strategies to ensure that everyone feels included and supported, according to their needs. The key is to use data and analytics to understand demographics, and to identify trends in the workforce, then to set out a strategy to manage this population all the way from Traditionalists through to Generation Z.
8. Management capability
The role of HR is more diverse than it ever has been and in the face of political and economic change, organisations need to ensure productivity and effectiveness. Many unhappy employees will cite their manager as being a reason to stay or leave an organisation. Effective management, coaching, objective setting, and appraisals, are vital, even more so as more Generation Z employees enter the workplace.
9. (Digital) Communication
With a number of businesses now augmenting their email system with tools such as Skype, Yammer, and Sametime, a clear digital communication strategy has never been so important. Clear and precise communication on a corporate level is essential to the smooth running of any business, but choosing the right platform, at the right time with the right message can be challenging. Different generations and job functions will respond better to different methods of communications, so it's important to be able to flex.
Dynamic and proactive individuals are ready and willing to overcome any obstacles that they may face at work. Being proactive in any role is important, as it will prove a willingness to go above and beyond. In a notably uncertain economic climate, where not every prediction is accurate, this is an area that organisations are increasingly scrutinising when hiring. A professional that is proactive takes it upon themselves to be forward thinking and prepared for unpredictable occurrences in the market.
As leading recruiters with a global network, we have an extensive database of top talented professionals to take your business to the next level, helping you to stay ahead of the competition.
For a confidential discussion on how we can help you get the best talent with the right skills, get in touch with one of our specialist recruitment consultants today.