Volatility has impacted the very nature of HR’s traditional roles – from recruiting, to retention, to career development
Global uncertainty is a growing concern for both organizations and employees yet many HR professionals remain unsure about how they should approach the issue – here, one leading industry says they should prepare for major change.
“Global uncertainty has impacted the very nature of HR’s traditional role – from recruiting, to retention, to career development roles,” says Susanne Dicocco, partner of people and change services at KPMG Canada.
According to DiCocco, as the rate of change increases exponentially, so have the roles, responsibilities, and expectations of employees.
“Organizations need to be more agile and innovative to respond to changing global conditions – that means that HR organizations and HR professionals need to be as well,” she says.
“Both the types of services and how they are provided to employees must adapt to the ever changing environment within which organizations operate.”
Alberta-based DiCocco also says employers should be increasing their focus on innovation and disruption if they want to remain relevant.
“Businesses need to proactively challenge themselves and how they do work. HR professionals are no different,” she stresses. “By becoming a more strategic business partner, it is essential that HR use more evidenced based models for people management.
“In order to cope with uncertainty we will see the HR function incorporate behavioural economics, systems thinking, analytics and consultancy skills in the future.”
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“Global uncertainty has impacted the very nature of HR’s traditional role – from recruiting, to retention, to career development roles,” says Susanne Dicocco, partner of people and change services at KPMG Canada.
According to DiCocco, as the rate of change increases exponentially, so have the roles, responsibilities, and expectations of employees.
“Organizations need to be more agile and innovative to respond to changing global conditions – that means that HR organizations and HR professionals need to be as well,” she says.
“Both the types of services and how they are provided to employees must adapt to the ever changing environment within which organizations operate.”
Alberta-based DiCocco also says employers should be increasing their focus on innovation and disruption if they want to remain relevant.
“Businesses need to proactively challenge themselves and how they do work. HR professionals are no different,” she stresses. “By becoming a more strategic business partner, it is essential that HR use more evidenced based models for people management.
“In order to cope with uncertainty we will see the HR function incorporate behavioural economics, systems thinking, analytics and consultancy skills in the future.”
Related stories:
What the Trump effect means for HR
Should HR leaders be setting "anti-goals"?
Want the latest HR news direct to your inbox? Sign up for HRD Canada's daily newsletter.