HR Reinvention will help to create a more effective HR functions and build Human capability
Nicolas BEHBAHANI
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
?? HR functions must reinvent themselves to thrive in organizations but reinventing HR is about what’s next, not what has been.
HR has 4 major dimensions (Environment, Strategy, Human Capability and Analytics) and these four dimensions are categories of how to view HR with a broader perspective. These dimensions are also associated with at least numerous and timely 67 HR innovations. HR reinvention is less a “from . . . to” and more an “and also” evolution where the past is prologue to a future. This requires paradoxical thought and action to build on the past to reinvent the future, according to a new interesting research published by The RBL Group using data from 39 internal seminars with their clients.
?The new HR Reinvention logic
Researchers defined the HR reinvention logic as focusing on Human capital (people) and also human capability (talent, leadership, and organization) and building on the past or acting in the present and also envisioning a future.
Researchers believed that HR has 4 major dimensions and are categories of how to view HR with a broader perspective:
1?? Environment that sets the context and defines stakeholders from the outside in.
2?? Strategy that defines where and how to compete with agility.
3?? Human capability that delivers talent (human capital, leadership, organization, and HR).
3?? Analytics that offer guidance for improvement.
??Reinventing HR requires connecting these four dimensions with either a “so that” or “because of” logic.
?HR innovation is critical : 67 HR initiative identified
Researchers also identified 68 current initiative innovations; For each of these initiatives, they are able to answer why it matters, what it means, and how to improve and make progress. Managing this large menu shows the breadth and depth of a reinvented HR.?
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For People Analytics leaders, researchers see the innovation to track and measure Human capability:
?? Knowing and using business financial outcomes
??Tracking sustainable stakeholders outcomes (customer, investor, community, employee, strategy)
??Using an HR scorecard for business results
??Meeting all compliance requirements
For each of these 4 categories, researchers recommend 17 thoughtful paradoxes:
RBL researchers conclude that Reinventing HR is not new and will continue.
?? In our work, the “best year” of your life is always the “next twelve months.”
Thank you ??? The RBL Group ?researchers team for these insightful findings:?
Dave Ulrich ? Dick Beatty ? Erin Wilson Burns Joe Hanson Yetunde Hofmann MBA ChCCIPD FRSA ,? Jessica Johnson Norm Smallwood Charles Tharp ? Wendy Ulrich Ginger Bitter ?
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Senior Chief Organizational Effectiveness at Sui Northen Gas Pipelines Ltd
1 年Key question will be who will own people and data, time for org redesign where HR may suicide in its own hands or finally the moment of truth has arrived where Org Psychology makes HR a true winner finally taking over both internal and external customers!
Education & Real Estate Investments
1 年I agree that the HR landscape is evolving rapidly, and organizations need to embrace a multifaceted approach to reinvent HR effectively.
Independent Non-Executive Director @ Cranswick | RemCo Chair| Founder @Solaris | Keynote Speaker| Inclusion and Love-Based Leadership Advocate
1 年This is insightful and thought provoking Nicolas BEHBAHANI and points to the value of continuous improvement and reinvention - a critical attribute for HR and indeed for other functions in business too. Thank you.
Lead consultant in HR Strategy & Value Management. Enhancing Value through Human Performance. Delivery of Equality, Diversity & Inclusion Training. Lecturer and International Speaker on HRM and Value Management.
1 年Thank you for sharing another thought- provoking post. I am, somewhat, in agreement with Drew Fortin in so much as we have seen a constant change to HR functions over the past decades - moving from Personnel Administration to, now, looking at how HR can add value to all stakeholders through maximising the quality of output by the people that make up the organisation. Dave Ulrich has continued to highlight the need to work outside/in if value is to be achieved - It is the customer that will have the biggest effect on the ROI. How HR progresses will be dependant on many different innovations - not least the continued progress in AI related technologies.
Founder & CEO @ Lever Talent | Host of The Lever Show | Helping leaders develop talent strategies that leverage a tech-empowered future.
1 年Whether HR needs a reinvention is such an interesting topic, Nicolas. The agile framework craze of tech companies over the last 15 years was a direct response to the engineering space adapting to managing the creation of intangible products (software). There were so many unknowns, but at the same time, they had a lot of data. And, since the space was so rapidly evolving, they had to work in a sprint-like fashion, analyzing data and rapidly iterating. This created cultures of continuous learning and development of products. If done well, there was no re-invention of the product needed because it was being reinvented in micro-doses every day. This is the same mindset we need in HR. There is so much data, and there are so many unknowns. Let's avoid having to use the word re-invention and start to use words like continuous learning of constant innovation when it comes to HR! ??