HR: Lead or react – 5 things to know

 

There are many roles and responsibilities that sit within HR’s remit. Forbes has collated a list of the top five questions that HR leaders should have answers rolling off the tongue.

From strategic management to workforce planning, legal compliance and risk management, HR has wide-ranging responsibilities. With so much change on the cards in terms of Brexit and future digital transformations, there are many aspects of work that should be on HR’s radar. Therefore, a senior role in the function means that HR should be well equipped to tackle future challenges.

Do we have internal candidates to fill in when roles are vacated?

Forward-planning HR leaders will be aware of the importance of succession planning to fill roles when they become vacant in future. HR should constantly be on the look-out for high-potential employees that have the ability to climb the corporate ladder and fill roles going forward. Not only will this keep a constant talent pipeline flowing through the business, but it will also help HR retain a high-calibre workforce.

Where do you envision the company in five years?

One of HR’s biggest roles is planning for the future, whether this be in terms of strategic management or workforce planning. While it may be difficult to predict with 100% accuracy what the future of work looks like – given political, social and economic uncertainties and the swift progression of technology – planning ahead is crucial to ensure that any unforeseen circumstances don’t hinder the business from functioning. Even if HR doesn’t have a definitive answer, it should be thinking about the future challenges that they need to overcome and how they may go about that.

What is your compensation and benefits strategy?

Any HR leader worth their salt will know that work perks are the main driver for talent attraction and retention. The proof is in the stats; research from Harris Poll on behalf of Glassdoor found that 57% of people report benefits and perks as one of the top considerations before accepting a job.

Therefore, HR should consider how their work perks compare with competitors to ensure that they are securing the best possible talent. This includes competitive pay for the most in-demand roles and offering work perks that prospective employees are unable to resist. Ultimately, they should be able to communicate this in a way that is viewed as attractive by candidates.

What is the projected turnover for the next year?

As a function which has become increasingly concerned by data analysis, keeping tabs on the projected staff turnover levels this year will help the business move forward. Tracking the firm’s historical turnover rates will help HR establish the reason that the staff left in the first place and it can put strategies in place to prevent this from reoccurring in future. Additionally, identifying these workforce patterns can help them fill positions.

How engaged are your workers?

It’s all well and good to say that your workers are engaged but is their output actually evidence of this? With 2018 Gallup research showing that a mere 34% of employees are engaged at work, HR has got its work cut out keeping employees engaged going forward. So, HR should know staff engagement statistics and use them when creating engagement strategies to boost staff productivity.

 

 

 

 

 

 

This article is based on an article first published in HR Grapevine – You can read the original article here.

 
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