How much do we understand our role as HR practitioners? Over the last two decades HR has transformed itself from a pseudo admin operation to a fully fledged HR Capital operation, or has it?
Over the years we still encounter HR operations which are fossilized in time as just a payroll office.
The challenges of a modern HR function in any organization, big or small are evolving. Here are the main areas to consider:
- Recruiting Talent
Talent recruitment cost money, according to my dead reckoning as much as three month salaries and that includes, adverts, down time, managerial time and the learning curve's mistakes.
- Retaining Talent
People are getting more and more mobile and this is a fact - unless that is they are motivated to work for us to the point that we 'anchor' them down to our organization in a self motivational mode.
- Re-Grouping Talent
We need flexibility and we need to shift people from one group to the other in order to obtain the best level of flexibility.
- Release Talent
Over a period of time it is important that a team prepared for departures, exits and downsizing. This is a critical area and creates tension beyond one's imagination.
Crucial to keep the team up to date on latest techniques developments and knowledge on the subject in question.
So the R's in HR are important they make all the difference in your team's development and success.
"Strive not to be a success, but rather to be of value."
Managing Director and Chief Programmes Officer based in Malta and an avid entrepreneur who likes sharing his expertise in various fields with people from all walks of life.
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