International HR Day has been celebrated on 20 May for a few years already. European Association for People Management (EAPM) has declared this day International HR day, in order to raise awareness of the role of HR in companies and organisations.
This year’s thematic call for HR professionals – HR shaping a new future. The call is quite strong. It could even be said that the expectations and challenges for the professionals of HR have been set very high. How exactly will HR shape the “new future” that is already happening right here and now?
For sure, this is an age of innovation, and I believe that it should also be applied to HR. There is no single recipe that would work for different types of business and companies. So no HR specialist has access to a handbook compiling the rules of good practice regarding process implementation, modification or elimination to successfully support the growth of a company in the new normal environment.
However, here are the main factors that are to be taken into account for those working in HR to ensure business support:
Since we have been trying to adapt to the new conditions for the last year and a half by learning new technology to balance work and private life, most of us now understand that we carry “luggage from the past” along with us in the new normal conditions. HR professionals should be the ones able to identify what is unnecessary in this “luggage” — what should be thrown away altogether, replaced, simplified or re-added.
For the sake of basic efficiency, the following things should be discarded from the “luggage”:
What should be replaced or simplified?
The training and retraining of employees is more important than ever before. If up to now we often simply looked for new candidates as soon as new competencies were required, then in the current circumstances it is necessary to promote qualification improvement or even retraining of existing employees directly within the organisation. Provided, of course, that the acquired knowledge can immediately be applied in practice. It will get increasingly difficult to find new employees, our market is small and the number of people is limited, therefore, HR professionals should use this chance to create additional value for the existing resources. Retraining is closely related to the evaluation of existing employees in regards to both job performance and talent evaluation. I believe that both of these areas are facing significant changes, from setting individual goals (the scale of the goals, the individual’s ability to objectively influence the goal outcome, as well as regular auditing of the goals), to providing feedback on both results and collaboration. Are we ready to be innovative in this field?
What to put in the “luggage”:
HR is really on its way to building a different future. Our people are the ones that constitute the future. The challenging task of HR professionals is to revise this “luggage” in order to support organisations and their staff on the way to change.