- Show a causal link between HR activities and results.
- Show that these results help create revenue.
- Adapt to changes in the workplace rather than stick with traditional HR processes and programmes designed to drive employee engagement.
- Hone your skills as activists, change champions and capability builders.
- Analyse what people management actions are needed to respond to external business trends.
HR blogger Trish McFarlane in a blog titled “The Role of HR in an Evolving Workplace” on her HR Ringleader blog, says this:
“HR is not about programs and processes anymore (yes, there will be recruiting,
“HR professionals are honing their skills as activists, change champions and capability builders who can turn external business trends into organizational action,” they argue.
Another respected HR expert, Dr John Sullvan, weighs into the debate with an article “Transform HR Into a Revenue-Impact Function to Increase Your Strategic Impact”.
“HR people: for heaven’s sake, stop describing yourself as”passionate” about what you do. Especially when it’s applied to activities such as organisational change or personal development. To be passionate is to be ‘dominated by or easily moved by strong feeling, especially of love or anger.’ Is that the way people really and honestly feel about HR activities?”G