Most organizations have effectively addressed the challenges posed by this crisis. Yet, as we envision a post-pandemic era, traditional management systems based on hierarchical structures that prioritize uniformity, bureaucracy, and control will become ineffective. Instead, a more flexible and responsive model that embraces four interconnected trends should take its place: increased connectivity, unprecedented automation, reduced transaction costs, and demographic shifts.
To pave the way for the future of organizations, chief human resources officers (CHROs) and other leaders must reimagine the fundamental principles that underpin organizational structures. Emerging models are characterized by creativity, adaptability, and anti-fragility. Corporate purpose drives bold business initiatives, “labor” is transformed into “talent,” hierarchies give way to networks of teams, competitors become collaborators within ecosystems, and companies become more human-centric.
In this article, we explore various ways in which CHROs can continue to rise to the occasion by re-evaluating processes in three critical areas: identity, agility, and scalability.
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Best HR Solutions
A good HR solution should cover all areas of personnel selection and retention. And this usually can only be achieved through a business VPN. With business VPN solutions you can connect with a pool of talent from another region. For example, the salary of developers in India is 2-3 times less than in Europe or the USA. With the help of a good small business VPN, you can reach that market and work remotely.
Plus, a business VPN for remote access is simply necessary, since external connections are the main source of threat to corporate data. With the help of the best business VPN software, such as usually, all traffic is encrypted, which means the risk of hacking is minimized. For example, VeePN uses military-grade 256-bit encryption, 2500+ servers, and IP and DNS leak protection. This is an example of decent service. While business VPN is not an HR solution in the traditional sense, it is also important in the era of remote teams.
Which small business HR solution to choose:
- monday.com. It provides a powerful solution for automatically coordinating schedules between hiring managers and candidates, while simultaneously tracking the progress of candidates throughout the process.
- Rippling. The service offers benefits to four essential departments in your company: HR, IT, finance, and engineering. You have the flexibility to create custom if/then statements that perform specific tasks, even on third-party apps, based on defined factors.
- Gusto. This tool combines full-service payroll, time tracking, health insurance and employee benefits management, and compliance and legal requirements modules. It simplifies staff hiring and onboarding while offering guidance from a team of HR experts in unexpected situations.
How HR Solutions Drive Growth?
#1 Unlocking your potential
CEOs express concerns about the scarcity of talented individuals within their organizations, alongside insufficient leadership talent, misalignment of individual and business objectives, and low employee satisfaction. The HR manager plays a pivotal role in motivating employees and unleashing their potential. Building personal connections with each employee and understanding their personal goals aligns them with the company’s objectives. HR managers strive to optimize productivity with fewer resources, leveraging a deep understanding of employees to effectively motivate and empower them.
#2 Smart HR Management
Most CEOs view the head of HR as the company’s “team manager.” They are responsible for recruiting and ensuring efficient collaboration within the team. One effective way to manage a team is by ensuring everyone is on the same page. The head of HR must excel in communication, fostering an open and safe environment for the entire team to comfortably express themselves.
When difficulties arise within the team, the HR manager is seen by the CEO as the go-to person to resolve issues. Employees generally hesitate to approach the CEO directly with company-related problems. Hence, HR plays a crucial role as a mediator between employees and the CEO.
#3 Take Initiative
Just over half of CEOs believe that the head of HR plays a crucial role in the company’s strategic planning. However, 70% of CEOs express the desire for HR to be key players. Rather than assuming deliberate exclusion from the executive side, HR professionals should take a proactive approach. This includes participating in plans, offering suggestions and feedback, seeking additional responsibilities, and demonstrating the ability to make a meaningful impact on the CEO.
#4 Creating Stronger Relationships
CEOs highly value their relationship with the head of HR, as indicated by 76% of them. This places substantial responsibility on HR’s shoulders and empowers them to enhance the CEO’s ideas and overall performance. The head of HR should provide practical feedback and constructive criticism to their CEO. To achieve this, focus on pertinent topics, those typically posing financial risks to the company. Displaying creative and proactive problem-solving skills in these areas will earn respect from the CEO.
As the future organization takes shape, HR will drive numerous initiatives. These include mapping talent to value, enhancing workforce flexibility, prioritizing strategic workforce planning, performance management, and reskilling, and developing an HR platform. Moreover, HR can aid C-suite leaders in establishing and embodying purpose, improving employee experience, driving leadership and culture, and simplifying the organization.