HR survival skills are no longer a luxury, they’re a necessity.
The HR landscape is evolving at breakneck speed and professionals in the field need to keep up or risk being left behind. But let’s be honest, navigating the future of HR management can feel like trying to cross an ocean on a raft. It’s overwhelming, it’s challenging, and sometimes…it feels impossible.
But here’s the reality – mastering these HR survival skills is what separates those who merely survive from those who thrive in this dynamic environment. Easy to say, but easy to do?
1) Coping with the Evolving Role of HR in Modern Business
There has been a transformative shift within the world of Human Resources over the past half-decade. This change is recognised by an overwhelming 91% of HR leaders and nearly all C-suite executives, who have witnessed this evolution firsthand.
The term “human resources” is becoming increasingly outdated as organisations prioritise a more strategic and people-centric approach. Employees are no longer seen merely as ‘resources’, but rather vital contributors driving business success. Many HR departments are rebranding and redefining themselves as People Functions. HR Radar has discussed this change previously.
Despite these positive changes, it appears that many HR departments remain entangled with administrative tasks which often distract them from focusing on their core responsibilities like talent development or building organisational culture. One of the first changes that HR professionals need to make is a mindset shift to embrace this change and become more tenacious in prioritising value-add work.
A People-Centric Approach Emerges
The modern workplace has begun prioritising creating engaging employee experiences. Indeed many People Functions now have roles like “Employee Experience Specialist”. The goal behind this strategy is to cultivate environments where employees feel valued and engaged – elements directly linked to productivity levels and overall growth in businesses. Gallup
This significant transition requires shifting away from traditional task-oriented roles towards functions that emphasise human interactions within the organisation.
Tackling the Administrative Burden
In spite of such progressive role shifts, a substantial number of HR professionals still grapple with heavy administrative duties. From payroll issues management to benefits administration, these routine tasks consume much time which could otherwise be utilised for higher touch interactions.
This scenario calls for innovative solutions like automation technologies capable enough to streamline repetitive processes thereby allowing HR teams more bandwidth for concentrating on crucial areas including diversity & inclusion programs or maintaining safe work environments.
Offboarding Strategies – The New Norm
HR needs to rethink how we handle leavers. An effective offboarding strategy requires careful planning too, especially when dealing with hybrid-working employees who split their time between home and office settings. This approach ensures departing team members feel valued until their last day while still safeguarding company information – a crucial part of enhancing overall employee experience. Especially in high-churn industries there is merit in treating your leavers well. After all, you might want to hire them back in the future!
2) Dealing with the workload
The role of human resources is transforming rapidly, and HR has an ever-greater strategic influence with business stakeholders. While this is a good thing, it often comes with the consequence of creating more work, as HR’s advice or input is sought more often. If not managed properly, this can lead to an overwhelming amount of work in HR jobs.
In fact, as many as 95% of HR professionals have expressed feeling overburdened in their roles. This has led to high stress levels and burnout among these professionals; an alarming 81% regularly felt stressed due to excessive workload.
Navigating Through Future Barriers
This pressure cooker situation not only affects individual well-being but also threatens retention within the profession itself. A staggering 62% are contemplating leaving their careers behind because they feel overwhelmed by the pressures of HR jobs.
Planning ahead to anticipate future barriers to success, such as limited budgets, lack of resources, or having inadequate skills on the team can seem daunting. However, overcoming them will be pivotal for survival among modern-day HR professionals who need to equip themselves with reskilling and upskilling initiatives through blended-learning journeys incorporating traditional learning methods alongside nontraditional ones like e-learning platforms. This ensures adequate budget allocation while promoting a balance between professional responsibilities and personal life, thereby preventing employee burnout over time.
3) Unleashing the Power of Technology in Modern HR Practices
In the digital age, technology is not an alternative, but a requirement for up-to-date HR practices. It extends beyond automating tasks or streamlining processes; it now plays a pivotal role in data-driven decision-making and enhancing employee experience.
A staggering 83% of HR leaders have acknowledged this reality, citing that not having access to appropriate HR technologies could pose significant challenges as we approach 2024. This highlights the pressing need for businesses to embrace robust technological solutions tailored specifically towards their unique human resource needs. You can read our post here for more on HR Tech.
4) Nurturing Leadership Skills Among Future HR Leaders
The necessity for cultivating leadership skills in future HR leaders is paramount. HR has to practice what it preaches and one effective method for future-proofing these essential skills is through succession planning. This strategy involves identifying potential leaders within your team and nurturing them for progression into key roles.
Discovering What’s Trending in Leadership Development
To nurture leadership capabilities effectively, it’s vital to stay abreast with current trends in this area. Beyond conventional training programs, there are numerous other ways companies can support their emerging HR torchbearers. For instance, mentorship schemes allow less experienced professionals to learn directly from seasoned veterans while job rotation introduces individuals to different facets of an organisation, enhancing their understanding across various functions.
5) Reskilling & Upskilling: Essential Survival Skills for Modern HR Professionals
In the ever-evolving landscape of human resources, reskilling and upskilling have emerged as crucial survival tools. These skills enable HR professionals to adapt effectively to changes in their roles or industry. The importance of these skills cannot be overstated; they are pivotal in ensuring that HR teams stay ahead of changing business needs and technological advancements.
Unpacking Reskilling’s Significance
Digital transformation has accelerated at an unprecedented pace, making reskilling a necessity rather than a luxury. As new roles emerge and existing ones evolve, acquiring relevant capabilities is key for modern-day HR professionals to remain competitive.
A Gartner report suggests post-pandemic workplaces will demand different sets of skills compared to pre-COVID times. This underlines why continuous learning should form the core part of every career development plan within today’s dynamic business environment.
The Role Of Upskilling In Today’s Business World
Much like its counterpart, upskilling holds immense value too. It empowers individuals not only to excel in their current positions but also prepares them for future opportunities within organisations.
Businesses that invest time into HR upskilling initiatives often witness higher employee engagement rates along with increased productivity levels. These factors highlight that it is essential for modern-day HR professionals to prioritise both upskilling and reskilling as enhancement strategies for long-term success.
Tackling Challenges Head-On: An Action Plan
While this seems like a lot to take in (and it is!). The good news is that the value that organisations attribute to their People Departments is increasing at a rapid rate. There are a few key steps that can be taken to rise to the challenge.
- Create comprehensive strategies: By developing proactive strategies focused on tackling each barrier individually – from investing adequately into workforce development programs aimed at enhancing digital literacy across teams all the way down to maintaining robust support systems which can help alleviate some burdens faced during crisis situations, thus enabling better decision-making capabilities overall.
- Prioritise wellbeing: Promote wellness initiatives within organisations so employees don’t just survive but thrive even amidst challenging circumstances – this could include anything ranging from flexible working hour arrangements allowing greater flexibility around when and how tasks get done, right up to implementing effective mental health policies designed specifically with the unique needs of demographic groups present in the workplace environment in mind.
- Leverage technology advancements: Harness the power of emerging technologies wherever possible in order to streamline processes, further reducing the administrative load off the shoulders of those involved directly, ultimately leading to improved productivity levels and enhanced
If you feel like all of this is insurmountable, then you probably are not alone, but the important thing is to start somewhere!
