Moving Forward

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So how do we get from where we are as a profession to where we want to be?

According to a McKinsey & Company study here are a few specific steps we can take in the short term to help transform our profession. The steps include:

  • Engage with the organization's business leaders strategically
  • Take risks in pursuit of innovation
  • Redouble efforts to manage human capital efficiency

My sense is that we in the HR profession already know what we need to do, but the question is HOW?

For instance, taking risks in pursuit of innovation requires competency in the areas of risk assessment, risk mitigation, and risk management. Serving as a trusted advisor involves HR cogently discussing risk and not attempting to eliminate all risks to the business.

Strategically, according to the McKinsey & Company study, there are four critical opportunity's HR practitioners and their organizations must seize:

  • Anticipate the workforce of the future
  • Capitalize on employee engagement
  • Secure pipeline for skilled workers and tomorrow's leaders
  • Ensure an agile workforce

Anticipating the workforce of the future involves reimagining work; as I had mentioned earlier, the workplace is changing. Can we predict what is coming? Where will work be done? How will it get done?

Also, if we can develop initiatives, policies, practices, and processes that increase employee engagement, we can drive increased creativity, innovation and productivity in our organizations.

And securing the pipeline is all about talent management; this is the talent architect role I spoke about. It's about building future leaders and organizational capabilities.

The whole idea of developing an agile resilient workforce, and anti-fragile systems and processes in a VUCA world with black swan type events is fundamental to thriving when disaster happens. And remember, it's not about if a black swan type event will occur, it's when.

Specifically, we can drive business growth and success by developing integrated and coherent human capital strategies that incorporate marketplace trends and forward looking projections and align them with cost effective human capital solutions to meet our organization's goals. This is an example of a value-added work product that CEOs, CFOs, and other members of the C-Suite want and expect from the HR function.

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Key Concepts from this Video:

Workforce of the Future, Talent Management, Human Capital Strategies

Self Check

What are four critical opportunities that HR practitioners must pursue? (Check all that apply)