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Recent survey for The Conference Board divided HR professionals into 3 categories.

  • Reactors set and ensure compliance with policies, respond to business needs, and install basic initiatives to manage talent.
  • Partners work toward mutual goals with line managers, share information with business about talent gaps and provide HR solutions.
  • Anticipators use analytics to forecast talent needs, provide insights and solutions to ensure a high-quality supply of talent, and to link talent planning to business planning.

48% of top execs say their HR leaders act as business partners, 41% see them as reactors, and only 11% view their HR chiefs as anticipators, which is the role they want HR to own within their organization.

HR Self-Perceptions and How Leaders See HR
How Senior Leaders Describe the Data They Get from HR Reactors, Partners, and Anticipators

Strategies to prepare for the future of HR

  1. Embrace technology and analytics: Predict and assess employee retention, recruitment strategies and the success of wellness programs, among other things
  2. Understand how the company succeeds
  3. Stay focused on people: Embracing technology doesn’t mean taking humans out of the equation. Need more time to focus on individuals, enhancing recruitment and retention
  4. Be ready for the new workforce: 2025 workforce will include not just transient workers (60% of Millenials said they are open to new job opportunities) but also gig workers who pop in and out of jobs. HR needs to help assess which tasks throughout the org can be automated and then reskill those whose jobs are affected.
  5. Market a modern benefits package: Package that appeals to the modern worker (parental leave, flextime, caregiver leave, expanded fertility benefits, financial wellness programs, benefits that support critical life events)
  6. Stay abreast of compliance issues
  7. Be certified or update your skill set
  8. Retain an HR Gig worker