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The role of HR is rapidly shifting from a traditional administrative function to becoming the key driver of strategic initiatives within an organization. This shift is fueled by advancements in AI and automation, which are set to transform HR tasks.
In an interview with HR.com, Stephen McGorry, Senior HR Business Partner - Americas at Linesight, states, "HR is becoming more of a strategic partnership to the business." He highlights the dynamic and evolving nature of the profession, emphasizing the need for professionals in this field to embrace innovation to stay ahead in the rapidly changing business landscape.
AI, automation and data analytics are poised to revolutionize HR functions, allowing professionals to move away from routine, administrative tasks and align HR as a function to organizational goals. McGorry predicts, "AI is going to become a huge part of HR moving forward." By automating routine tasks, HR can leverage AI for deeper analytics, providing insights into employee performance, retention, and engagement.
The integration of AI also extends to creating chatbots or virtual HR professionals capable of handling routine inquiries, freeing HR professionals to focus on strategic decision-making. Accenture’s DiPA is a perfect example of an effective product that changes and digitizes existing HR processes.
Enhancing the employee experience is crucial to attract and retain top talent in the organization. McGorry stresses the importance of listening to employees and acting on their concerns, particularly in areas such as career development, flexible work schedules, and employee wellness. "Building a strong employer brand and fostering a culture of inclusion and engagement will ensure employees feel valued and motivated," he explains.
In today's increasingly digital and dispersed workforce, communicating a strong company culture requires intentional and clearly articulated strategies. McGorry emphasizes the importance of strong communication and ensuring that consistent and transparent information flows throughout the organization. This helps keep employees connected and aligned with the company’s goals. Additionally, he highlights the significance of having formal recognition programs, which are vital in making remote employees feel appreciated and integrated into the organization, thereby strengthening their sense of involvement and contribution. Engagement & visibility from a company’s leadership is another critical element; McGorry advocates for leaders actively engage with their teams, which helps build trust and maintain a strong connection with employees. Finally, creating opportunities for in-person interactions, particularly for new hires, is crucial. These face-to-face meetings help create work relationships and foster a sense of community and support, which can be a key factor in retaining talent in a remote or hybrid work environment.
Looking ahead, McGorry outlines a range of crucial strategies that are essential for anticipating and addressing future workforce requirements. Workforce/Resource planning is a critical component of this/here, involving not only an understanding of how many employees are needed and when, and an identification of the specific skills required. It is imperative to formulate a plan to address any skill deficiencies/skill gap to ensure future organizational success.
Talent development also stands out as a key priority, with investments in learning and development programs being necessary to upskill employees and prepare them for future roles within the organization. Finally, leveraging data analytics is crucial for identifying trends and making informed, data-driven decisions. By following these strategies, organizations can better prepare for the evolving demands of the workforce and remain competitive in the market.
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