The traditional HR role was one characterised by manual and time-consuming tasks. But with the advent of improved technologies, the low-value elements of an HR professional’s role have been eradicated, leaving them to concentrate on what they’re really good at – managing talent. Everybody knows that successful businesses are differentiated by customer and employee experience. What they may not realise is that modern managers and HR professionals will hold enormous sway over these factors, and many more.
Anecdotal evidence tells us that the implementation of self service, cloud hosted and fully integrated HR and payroll solutions will reduce the data entry portions of an HR professional’s working time from 70% to below 30%.
These systems also mean less human error, less time chasing issues and more time working towards the strategic goals of the business. With the advent of these new systems and technologies, the HR role has moved from personnel management, with an administrative focus, to strategic HR with a focus on high-value organisational programs.
So, what does this focus on HR essentials mean in practical terms?
Perhaps most important to those within the business is the fact that the HR professional can become the champion of culture, consulting with staff and external stakeholders to figure out how to improve the experience of employees and customers. They become the person who keeps their finger on the pulse and the employee advocate who communicates upwards to continually improve culture.
High performing staff are the greatest driver of business success. It is the HR professional’s role to develop training, mentoring and career pathways that help to encourage and improve each individual’s performance. High-value staff are only developed once businesses actually treat their staff as valuable, and it will broadly be the HR professional’s role to demonstrate this on behalf of the business.
In the old days it was the marketing department’s role to manage the company’s brand and image, but we now know a lot better than that. Brand and image have to do with people, including the people that work within the company and the people who engage with it. The HR function is vital in attracting the right types of people into the business and ensuring that the employer brand promise made to them as they’re being recruited is kept once they are on board.
It originally seems a bizarre twist that some businesses are now having their corporate communications departments answering to the HR Director, but on deeper consideration it makes absolute sense. As technology takes HR staff away from menial, repetitive and low-value tasks, their immense value begins to become apparent. The new HR role will involve much more than it ever did and will contribute to organisational success on a level few previously imagined possible.
From communication to brand promise, from recruitment to retention and from training to talent management, the new HR role is a broad, powerful, positive and enormously influential one. The new HR function, freed up by technology such as Ascender’s solutions, is at the pointy end of business success.