How does HR lead in the new reality?

  • Kate Holt, Partner |

1 min read

The pandemic has accelerated transformation across all areas of the business, and the HR function is no exception. HR is having to reassess and reconfigure the workplace and workforce in ways it’s never had to before.

The hybrid workplace is here to stay. With individuals continuing to work more flexibly, with many working from home on a permanent basis, there are many issues the HR function needs to address.

How can we retain and engage new talent?

Our research found that HR executives now see talent development as key to future success, but doing this in the new reality will require reskilling some of the workforce. With an almost 40 percent increase in reskilling activities, businesses believe this to be the biggest factor in shaping the workforce of the future. Importantly, this also applies to business leaders, who require training on managing remote teams.

How can HR leaders continue to lead?

Many have struggled with the impact of remote working, despite the success since the first lockdown in March. HR leaders have found it hard to monitor productivity and ensure quality in a virtual world. However, despite the challenge, HR leaders should look to embrace technology and take the opportunity to redesign their approach to people management. They should investigate tech that can enable real-time dashboards to manage performance, and software that allows collaborative learning.

What is the future for HR?

Looking forward, leaders have never been in a better position to embrace and enact long-lasting and meaningful change in the workplace. What have been initially perceived as challenges bring the potential for radical transformation, helping the HR function move from admin and firefighting to a more strategic role, acting as a driver of change for the workforce.

Find out more about the future of the HR function in the new reality, what those who are leading the way are doing, and the changes we expect to see in the coming months.

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