Develop Our HR Team, They Deserve Every Bit Of It
HR used to be seen of the department that looks into the compensation and benefits schemes, approval of leave applications and hiring/firing. New terms such as HRD, HRBP, HR Analytics, L&D are being introduces into the HR field, it is essential that to hold HR at a higher pedestal than ever before. The future image of HR is vibrant, colourful and full of life.
A huge emphasis of training and development for the workforce has been raised with the introduction of the skillsfuture movement. Employees undergo various OJTs and training to increase their capabilities in their scope of work. Unfortunately, the HR team who spend their time and effort sourcing for such arrangements may find themselves obsolete if there are opportunities for them to develop themselves. Based off a survey by KornFerry,"the results were not pretty: Nearly half reported that their organisations did not offer HR-specific leadership development programs, while approximately two-thirds said development programs for senior HR leaders were not "as rigorous" as programs for leaders of other functions in their organisations. "
"What's more, according to the survey, just over half of respondents said HR people were considered for high-potential programs, but nearly 60 percent said there was no succession plan for their organization's chief HR officer. And nearly 60 percent said senior HR leaders did not get relevant development opportunities to perform optimally in their roles." These scary stats displays the importance of people development and that includes the HR personnel too.
It is time that we relook into the organisation's HR development plans to increase their capabilities in providing the best support to their organisation.One of the options is for implement a search for talents in business and leadership within the organisation. This can help to defray costs and yet yield higher returns. Most definitely, we still need to gather the good practices externally.
The idea is to send a HR representative to attend the external programs and to return back to the organisation with a increased awareness and competencies in that particular field. Subsequently, a training and development team can be set up to be certified in that particular new technology. Who better to teach than the leaders themselves. This helps to engage the internal staff and yet make them feel motivated.
The final piece of advice is for CEOs and business leaders to work closely with their HR teams to provide a better insight into the organisation's gaps and deficiencies rather than just play the "guessing game".
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