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- Should HR be a strategic partner for an organization’s survival?
Should HR be a strategic partner for an organization’s survival?
by Raghvendra Tripathi | 4 min read
We have a big disconnect today across the Talent Value Chain available and an Extremely Dynamic Business Landscape. An organization’s strategic goals along with a well-defined organizational structure are the starting point of the talent value chain. Like business strategy, talent strategy addresses the key challenges a company is facing and hence, necessitates a careful examination of business challenges and objectives. As we are ushering into this Idea Based Economy (Resource Based Economy – Service Based Economy – IP based Economy), the speed at which the business and the market at large are changing is unprecedented. It calls for a different kind of leadership, different ways of engaging with employees, real time & responsive relationship between academia and Corporates, and people who have the DNA of a student across the various echelons of corporates.
There is no alignment between HR strategy and leadership direction owing to which right from workforce planning to talent management to retention is not well aligned to business goals. For example, User Interface has become very important for any IT company, but HR may still be looking at traditional recruitment process of hiring people from engineering colleges. Rather the recruitment team can look in for niche talent from reputed institutes like National Institute of Design. Similarly some of the reputed colleges in Singapore have got special courses like Industrial Design. Another example is that of DevOps which is the new buzz word among the innovative minds but Learning and Development Department of the organization may not be prepared for imparting courses in those areas. Things change at such a rapid pace that business plans done at the beginning of the year goes for a toss and one has to be constantly in sync with the Leadership Direction. In this situation neither the HR department is able to recruit as per the business needs nor are they able to maintain a robust talent management system! The double whammy is raising serious questions about ‘How do we solve this conundrum?’
Though we may say that HR is really struggling to keep pace with changing talent needs of corporates but essentially the complete value chain is important for success of any business. Rather than singling out HR, it would be prudent to bring them on board on this journey of Business Transformation, which will only gather pace in the coming years. Nevertheless Fortune 500 companies have realized the importance and have already aligned their HR vertical with their Business Goals. When is your turn?