Why HR Leaders Need to be Business Advisors

HR professionals have a lot on their plates already, but now there is an additional role to add. That is, being a business advisor. Amidst a changing world in COVID-19 times, HR leaders must step up and guide the workplace ahead.

The Future of Business

The business landscape is different than it was before the word coronavirus even existed. Crisis management was on the minds of top executives, and HR leaders have had to ensure those same executives kept their eye on the future.

The transformations must continue. For example, organizations must decide whether to keep their staff entirely or partially remote as COVID-19 restrictions start to lift. That is just one of many difficult decisions that HR leaders navigate on this transformational journey to improve the business’s bottom line.

Targeting the Right Skills

Not only that, but also HR leaders can help with building the right skill set internally to meet the organization’s objectives. That involves having a strategy to meet what is expected of the specific business in a set number of years, based on what customers will want and need, and the firm’s financial and growth goals.

More and more, HR professionals are using technology to gain an in-depth understanding of what skills are missing from the organization to be able to attract and hire talent who have those skills. That can help propel the business forward.

Thankfully, automated solutions can help human resource teams. With Talcura’s recruiting software, for example, HR leaders can schedule job postings seamlessly, as well as filtering, screening, and flagging internal and external applicants. These are only some of the features in Talcura’s user-friendly software that take you closer to hiring talent with the skills to meet future demands.

Improving Diversity and Inclusion

HR plays an important role as well as an advisor in workplace diversity and inclusion. Now, more than ever, HR can work with executives to implement programs focusing on these important areas.

By attracting diverse talent and implementing best practices for both diversity and inclusion, the organization has the potential to bolster innovation and creativity. That can be to the benefit of all within the workplace.

While the specific framework will be different for each unique organization, it will share certain features, such as training employees across all levels on topics like unconscious bias. Integrating diversity and inclusion strategies into recruitment, training, and other areas is also integral.

However, it’s important to point out that this is not only an action for HR to take on. It is a business strategy that all levels of the organization must hold itself accountable to providing in the workplace.

Thinking about Crisis

More businesses need to understand that the COVID-19 pandemic is not the last crisis they will likely encounter. Now is the time to update HR processes to improve their ability to withstand and even thrive in times of future change. The work put in now can benefit the organization, from top to bottom, in years to come.

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