Human Resources enjoys great times; leaders value HR as a strategic business partner. It is the fundamental source of the sustainable competitive advantage. Most leaders listen to their HR people carefully because they bring valuable and beneficial proposals. It is a sign that the trust between leaders and HR Department grows. A company that runs great HR practices is more profitable and more attractive to top talents. Human Resources should build its future using this firm foundation. It should reflect the required changes in HR Goals and Objectives 2016.
We can divide HR Goals and Objectives 2016 into three big HR topics on our agenda:
- Employee Engagement and Employee Empowerment;
- Performance and Productivity;
- HR Marketing.
Employee Engagement & Employee Empowerment as HR Goals and Objectives 2016
Employee engagement and empowerment are essential success ingredients for each business. However, we usually fail to design, develop and cultivate the environment supporting these cultural imperatives. They should not be important just in 2016. However, next year will be the challenging one. We are at the end of the growth cycle, and just the best organizations will continue growing during the coming recession. That is the reason engagement and empowerment need to be supported strongly by HR Goals and Objectives 2016.
The job market and work habits change; it is the employee market again, not the employer one. It always has always worked like that for top talents and recognized talents. However, most employees can change the job within days today. They just have to make a decision about leaving the job they have. Moreover, the employers that can build a strong relationship with employees have a lower turnover and higher productivity. This is the key reason Human Resources has to put employee engagement into HR Goals and Objectives. However, HR cannot reach this goal just by only writing engagement on the HR priority list. HR can achieve a high level of employee engagement through different activities that should act as individual HR Goals.
Diverse team bring better results because they tend to think about the solution from different angles and points of view. The team finds a solution that meets most requirements and balances features and costs. Human Resources has to support the diversity in the organization. Moreover, diverse teams are not worried to ask to be empowered. They want to protect a team decision, and they need the power to push it through all levels of the organization. It should not focus just on the number of female leaders; it has to support the diversity as such. Most employees like to work in organizations that are diverse, and all voices are equal. HR has to support various approaches and solutions across the entire business. HR has to keep the diversity as a key HR Objective 2016.
Millennials are the workforce generation that is currently coming to the job market. They demand jobs and leadership style that is different from habits of their parents. They do not like to build a long term career within one organization; they like challenging short term projects. The organization needs to adapt to offer job opportunities for this new workforce, and it has to protect its know-how. It is the another HR Goal 2016.
Performance and Productivity as HR Goals and Objectives 2016
HR as a valuable business partner recognizes the importance of productivity, performance and efficiency. It needs to continue to increase the credibility of Human Resources in the company. It has to speak the same language with other leaders. It has to calculate cost-benefit analyzes for all proposals before coming to the Board Room. It needs to increase its financial literacy. It has to become an integral part of HR Goals and Objectives 2016.
Human Resources needs to discover its ROI and how to influence it positively. Human Resources has to evaluate the efficiency of provided programs and activities for employees. It has to propose to the leadership team that procedures should be stopped and which should be widely promoted. HR ROI needs to become one of the strongest communication tools with the leadership team.
Human Resources needs to redesign the Performance Management process again. The performance appraisal does not work for Millennials and the value added of the PM process can be questioned. Most employees do not gain any benefits from the procedure; Human Resources needs to revive the process to make it useful and act as the engagement tool. Employees like challenging goals, but they should not be rewarded as they meet them. It limits taking healthy risks; no one likes to risk when the bonus is on a stake. They should innovate without risking the comfort of their families.
The innovation management is still a painful process in most organizations that has a significant impact on future profits of the business. They are seen the as the key of the company growth. However, most companies do not support employees in creativity. They do not cultivate new ideas and proposals. They build barriers and design various complex evaluation criteria to slow down innovations. HR has to become the employee advocate again. It has to create new processes and procedures that support employees in bringing new proposals to the table. Proposals need to be widely discussed, and the informed decision has to be made. It needs to become an integral part of HR Goals and Objectives 2016.
HR Technologies have developed substantially over past few years. Cloud technologies change the way we see IT today. It is easy and cheap to rent the system, no internal resources are required, and the vendors make systems reliable and stable. We will not buy the new system or develop internally. We will just rent the solution and pay per the employee using the system. It is flexible, and it can bring significant savings. Human Resources has to make the organization ready to accept HR solutions in the cloud.
HR Marketing in 2016
Millennials are picky; they do not accept job offers coming from all companies. They choose companies with the compelling story, great visions, and socially responsible approach. They prefer the experience over salaries. They want to enjoy every day at work; they want to learn new things and explore new great relationships. They do not build the career as we did in the past. The HR Marketing becomes essential to attract Millennials.
Human Resources has to support the Corporate Social Responsibility. CSR is necessary for the new workforce; employees want to be sure the company supports local communities and does not focus just on profits. They wish to feel that they contribute to making the world a better place for all. They do not require big gestures, but they require the sustainable approach. HR has to do it a part of its objectives.
Moreover, HR has to strengthen its social media skills. Most millennials know about job vacancies from Twitter or LinkedIn. They do not visit regular job boards because they use the Internet differently. HR has to cover many topics about the organization in media to become attractive to the new young workforce. HR needs to invest in its engagement skills to become the attractive employer again.
Ongoing HR Goals and Objectives
Other initiatives should become an integral part of HR Goals and Objectives. HR has to make sure that the organization grows new leaders. HR has to make sure it understand the business. It has to develop its financial management skills to become a valuable partner during Board Meetings. It has to change the Talent Acquisition processes to attract more millennials. Moreover, HR has to focus on the development of the Human Resources function.
The leadership development is a strategic imperative that cannot be just an objective for a single year. No business can survive without a strong succession planning process. It can be successful for few years, but it lacks the next generation of leaders who can develop the organization further. The company needs to be ready to replace the current leader at any moment within hours or days. There must be a contingency plan in a place.
The HR Development and the Business Acumen are closely connected. Evolving as the strategic business partner, Human Resources Professionals need to understand the financial management. They need to propose solutions that are beneficial for the organization. They have to calculate Cost Benefit Analysis that can survive the review with the Finance Department. HR has to lead changes in the organization, and it needs to gain additional skills and competencies. It needs to attract the high-quality talents from universities; it has to design individual development programs aimed just purely on HR employees of the future.