It has been some time since experts have acknowledged that the training and engagement of employees are among the most important factors for a company to reach its goals. In this context, the HR Director plays a strategic role and highly relevant to the success of an organization, which makes it the target of a series of expectations.
And you, do you know what the CEO of your company expects from your work? Want to find out what skills an HR director needs to demonstrate in order to have strategic relevance in the organization? Let’s talk about this in this post. Check!
It may seem like an obvious competency for HR, but the fact is that many companies still fail to show the results that could due to great difficulties related to people management.
We live in an increasingly complex world. We have different generations living in the labor market and acting based on totally different and often conflicting paradigms.
HR should make an accurate reading of these situations. You must understand how to play and extract the best from each of these groups, based on the knowledge of their characteristics, values and expectations.
Only with this more individualized view he can propose projects that can engage and mobilize employees. Thus, you will also understand how to motivate and develop effective solutions to achieve a high level performance.
The HR director can’t just be a department head — he’s mainly a corporate director.
This means that it is advisable to see what your department needs to do in order for the organization to reach its goals: to conquer and retain customers, to expand production and market share, to increase revenues and profits.
So HR has to be able to use its resources to fight in the market. This involves the knowledge and application of strategic solutions. He needs to think about how to align people’s actions with the company’s goals.
For this, it may be necessary to capture, identify and retain talents, create initiatives to maintain intellectual capital, carry out projects for the development of human resources, develop a campaign to strengthen the culture Organizational.
The measurements are variable and depend a lot on the current reading of the company’s circumstances. Anyway, the company expects HR to know where the company aims to arrive, which is preventing this result and how to eliminate these obstacles and achieve the desired result.
See beyond the industry routines
It’s not new that HR involves a series of routines. Although they are essential and need attention, it is possible to use the technology to accomplish many of them and to have much of their time directed to actions that go beyond the “here and now”.
It is very important that HR goes out in the field, listening to the employees, knowing their needs and difficulties so that they can act on their reality in a precise way.
More than that, he can’t know just the company’s employees. It is critical that you also understand the market where the company is inserted, the demands of customers, the strengths and weaknesses of competitors.
If you do not take your eyes off the routines and elevate your vision to the macro, the HR Director will hardly be able to align the employees to the organization’s objectives. He may even follow the protocol, but he will not be able to establish significant competitive differentials.
Knowing how to read and analyse data
For a long time, there was a mistaken understanding that data analysis was not compatible with people management. The predominant view was that numbers made the relationship less human, as if individuals were a mere resource.
In fact, the data collection and analysis tools used today show the opposite. Companies that use Big Data to assess skills and employee performance have shown that this method is beneficial to both parties.
people Analytics, for example, allows companies to identify the professional characteristics of their employees and to allocate them in places where they are more productive and competent.
In this way, the company achieves better results and promotes the satisfaction of the employee. Allocated in a function for which it is more apt, it is more productive. The perception of this competence produces self-esteem, personal and professional realization, which also contributes to the retention of talents.
Therefore, data is extremely important for recruiting candidates and improving existing teams. They allow behavioral mapping, needs identification, and the best opportunities for human resource utilization.
Use technology to add value
We are experiencing a moment of transition as to the use of technology in the business environment. We have already had one step in which the great challenge was to use it to favor the operations of organizations, and today the systems already allow that.
Therefore, HR is now in the market for many automation options for its routines. They transfer to the machines virtually all the bureaucratic and repetitive tasks related to the sector, releasing the professionals for a more positive performance in relation to the management of people.
However, it is time to go beyond this operation by means of technology. There are more and more intelligent systems capable of ‘ thinking ‘ and conducting accurate and valuable analyses.
They can help not only with the bureaucratic part, but mostly offer subsidies for decision making.
Take a role as mentor to other leaders
It is not uncommon for managers to face difficulties in their respective departments due to the difficulty of driving, motivating and working with people.
Many of them know very well the technical aspects of the sector: operations, finance, logistics, production. However, it is quite common to stumble when it comes to dealing with people.
Without being intrusive, the HR director needs to become a reference for these managers. After all, if one of their roles is to promote the development of employees, this does not exclude other leaders from the process of improvement.
That is why it is necessary to help these professionals develop skills related to people management. Some of them may come implicit at the time of describing the functions related to a vacancy and set the ideal profile to occupy it, for example.
This may be a good reason to show managers that it is important that their leaders also know these specifications and know exactly what is expected of them.
Gradually it is possible to transmit principles of leadership that will be valid to make all the teams highly productive, capable of achieving the goals proposed, fulfilled and satisfied with their performance.
As mentor to other leaders, it is also important to give example and show the importance of continuous improvement. For this, continue investing in you and your learning.
And now, do you feel prepared to meet the CEO’s expectations regarding the HR Director? Did you like the post? Want to know other tips to play your role in a strategic way in the company?
So how about starting with our post on 3 tips to find the optimal C-Level for your company? Continue on the blog and check!