The following constant factors were listed on the Training Zone website.
1. People are the most important asset of companies
In 1998, McKinsey first mentioned the phrase "war for talent". Since then, talent has been one of the most important issues for companies, who compete in how to attract and retain talent.
2. HR lags in innovation
HR processes are still slow to adapt to the changing world of business. Innovation occurs only in certain individual components of HR, such as recruitment or training. Overall, however, HR is not a natural innovator. It is more strategic and connected to business but still has much to do. HR should learn to take greater risks and innovate.
3. Most processes are decentralised
Large companies consist of many units in different parts of the world. Due to different local conditions and rules, local processes often exist. Greater centralisation has appeared only in the fields of recruitment, training and performance evaluation. Thus it is more difficult to promote innovation in HR, and centralisation of data is a major challenge.
4. Companies still can't work with HR data
The introduction of major HR initiatives is often hampered by the quality of HR data, even despite the huge corporate investments in HR systems. Searching for data in multiple systems is problematic. Employee data therefore often remains incomplete or inaccurate, which is detrimental to the functioning of individual processes.
5. Implementation is not the end
Implementing modern technologies is not enough. Yet many projects aimed at introducing HR systems or transformation focus only on implementation rather than practical use of the system and possible flexible adjustments linked to changes in the development of a particular business. HR needs more flexible and agile systems for the future.
Do you agree or do you think some other things in HR are unchanged in the past twenty years? Share your experience in the discussion below.
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