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5 ways HR can reboot and control its own destiny

June 15, 2017

HR leaders must acquire a transformative, ‘everyone-in’ people strategy to keep pace with today’s fast-moving, ever-evolving workplace to achieve business objectives and goals. The new world of work has HCM executives constantly asking how they can offer HR advice that engages employees at every level of an organization and bring significant value to their role across the enterprise.

The 21st century workplace requires HR executives to ‘think outside the box’ and reimagine their role in an efficient and tech-savvy manner to stay in front of increasing expectations and responsibilities. Effectively sharing talent and behavior-driven data will help departments shape a modern, people-first strategy to address unique organizational talent needs to ensure a more productive workforce and business success.

Here are a few realistic steps HR leaders can take to supercharge their people initiatives.

  1. Predictive HR data makes a big difference. Other areas of the business have used analytical prognoses as a tool to drive desired results for a while. It is now time for HR to catch up and harness the benefits of knowing where to source talent, who to hire, how to train, and how to develop the right employees. A data-driven approach can help HR teams free up time usually spent on routine HR tasks and re-focus their time consulting line-of-business organizations on acquiring and retaining the talent needed to accomplish team objectives.
  2. Acquiring predictive analytical skills can help HR become an initiator for building and utilizing highly engaged employees. Fact-based predictive analytics moves HR professionals from giving basic, often subjective advice to providing individual prescriptive insight to increase employee performance and reduce turnover. Having science-driven data not only helps teams meet business goals, but establishes HR leaders as valued and trusted advisors.
  3. Keeping the human element in mind is second nature to HR leaders. HR analytics can help HR take managing talent to the next level by laying a solid foundation to develop and deliver agile talent strategies. With behavioral data insight, HR can help members of all departments better understand their role within the organization’s wider business context and their unique development needs to achieve career aspirations.
  4. This new approach to talent provides a deep, people-knowledge platform to help HR leaders shift from referee to coach and be an essential consultant for all things talent-related. Meaningful data and useful predictive analysis help HR teams advise better, employees perform better, and managers lead better to create a win-win-win workplace.
  5. Lastly, an HR leader can make time to carefully consider predictive talent analytics (integrated with both core and talent HR functionality) to help HR gain a new level of credibility as a major contributor to reboot HR and quickly respond to talent needs.

Click here to learn more on how HR leaders can reboot and control its own destiny.

Amy Ihlen, Sr. Director of Product Management, Infor

  • Talent Management
  • North America
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