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HR budgets have stagnated or even gotten lower.In fact, until
So, what gives? On the one hand, this puts HR teams in a precarious position.This role is more exhausting than ever, study shows
Not surprisingly, when I talk to HR practitioners, their job satisfaction varies greatly, even on a day-to-day basis. This feels like an undeniable pivot. The good news is that technology is developing at the right time to sustainably transform human resources. Let’s address this complexity and how technology is shaping the future of health.
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Expectations to change as the world around them changes
COVID-19 and the social, environmental and political impacts have had countless impacts on the way we work and live. At the same time, it has never been more important for companies to have a strong value proposition to attract competitive talent in the market.
The combination of these forces underscores the importance of people aligning themselves with their employers. Employees want to identify with a shared value system in which their employer behaves in a positive way that impacts not only them and their customers, but also their wider community.
At the same time, now more than ever, companies are taking their support of diversity as a matter of course – which requires creating meaningful spaces where all voices can be heard and a range of needs met. This is a good thing; we know that healthy debate and support for diversity make us better and are fundamental to innovation – it also requires conscious focus to achieve this healthy level of organizational culture. All of this is focused on HR, who are tasked with solving these issues under the nebulous umbrella of “employee engagement.”
With this in mind, it’s no surprise that HR’s involvement in complex or difficult topics is often misunderstood – attributed to the wrong goals. However, HR cannot and should not shy away from these topics. HR has the opportunity to cultivate a culture that pushes corporate cultural boundaries in healthy ways and is grounded in psychological safety.
At the same time, economic factors and increasing competition are putting pressure on company profits, and HR departments must remain keenly aware of this. Therefore, the results must be consistent with the financial constraints and performance metrics required for the company’s success.
If this new world of HR sounds exhausting, that’s because it is.
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How can technology help?
Digitization allows HR to focus on strategic areas that require human connection and complex problem solving, leaving repetitive tasks to chatbots, automation and artificial intelligence. Imagine asking an AI co-pilot to take over analyzing and reporting metrics: “Tell me the attrition trends for each department over the past 5 years in a bar chart.” The recruiting process is another huge opportunity: scheduling interviews, generating job descriptions, and getting back to candidates.
Human resources are filled with information that needs to be mined, processed, analyzed and stored confidentially for different audiences, so the more technology can handle this type of work, the more useful it will be.
Things to consider for HR leaders heading into 2024
Today, most organizations are aware of the opportunities to improve technology efficiency, but there is still a long road ahead. At the same time, HR departments are tasked with managing tight budgets and navigating complex cultural topics.
If this sounds familiar to any HR leader, here are some tips that might help:
Invest in creating cross-functional practice area communities
It may involve business leaders, finance, facilities, legal, and more—requiring collaborative teams to address complex topics from every angle and determine the best solution. By reducing silos and developing cross-functional teams, you can build an agile way to respond to crises. Take the time to genuinely support the effectiveness of these other teams so that the organization is willing to collaborate.
Don’t confuse experience and engagement with pleasing everyone
In HR, we are most likely to hear from those who disagree and feel uncomfortable. These voices need to be heard, but we shouldn’t have a knee-jerk reaction and just assume that the loudest voice dictates the direction a company needs to take. Sometimes it takes courage when popular opinion is at odds with all the factors at play in a situation, some of which may not be known because of secrecy.
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Be open to reframing your views and letting people challenge your assumptions
Over time, experienced HR practitioners naturally develop opinions based on knowledge of legal risks, company policies, and precedents to provide a basis for decision-making. In complex situations, stay curious and seek multiple perspectives so you don’t make decisions based on what feels comfortable or what has been done in the past.
Assume good intentions
HR practitioners are often caught in the middle of crises and disagreements. We need to be reminded that people often mean well but may not consider the impact of their words on the HR person who receives them. The way HR chooses to respond can create unity or hinder it. It’s important to practice grace, empathy and open dialogue, so encourage and celebrate this so everyone feels valued.
My hope for 2024 is that companies recognize this complex cultural environment and HR’s ability to lead it toward organizational health. However, to do this, companies need to invest in technology so that HR teams can continue to focus on the work required to keep the “people” in HR.
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