{"id":2368,"date":"2020-04-09T02:14:24","date_gmt":"2020-04-08T23:14:24","guid":{"rendered":"http:\/\/kusuaks7\/?p=1973"},"modified":"2023-12-19T12:26:28","modified_gmt":"2023-12-19T12:26:28","slug":"people-enablement-is-the-human-resources-trend-you-cant-ignore","status":"publish","type":"post","link":"https:\/\/www.experfy.com\/blog\/future-of-work\/people-enablement-is-the-human-resources-trend-you-cant-ignore\/","title":{"rendered":"‘People Enablement’ Is the Human-Resources Trend You Can’t Ignore"},"content":{"rendered":"\t\t
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\n\t\t\t\t\t\t\t\t\tIt seems unfortunate that human resources,\u00a0one of the most vital functions of an organization, frequently\u00a0suffers from a bad reputation<\/a>. Employees usually know little about what their HR contacts do\u00a0beyond payroll and contracts, while\u00a0C-Suite execs tend to leave them\u00a0on the sidelines of visionary decision-making.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\tBut if there’s truth\u00a0behind the common call to\u00a0\u201cgrow your people, grow your business\u201d<\/a>, shouldn\u2019t HR be the most important department in a company? It’s time to stop viewing HR reps as purely\u00a0administrative and give them a seat at the board\u00a0by adopting the principle of \u201cpeople enablement<\/a>.\u201d\u00a0At its essence, people enablement is a more holistic approach towards individual development, and it encompasses\u00a0the technology, processes, and content empowering employees and\u00a0teams to develop and improve faster. Through this emerging trend, companies can start to empower their workers to acquire valuable experiences, explore new roles and continually reinvent themselves, and here’s a brief guide to help get you started.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Change\u00a0C-Suite Perceptions of HR<\/b><\/h2><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\tWhile it\u2019s true that in the past HR may have been primarily administrative, these days the world of work is facing so many changes that it\u2019s best placed to help companies navigate them, ensuring they can retain and attract talent in a world where\u00a0a global human talent shortage\u00a0of more than 85 million people is predicted by 2030.\u00a0In this environment, employees will need to have the ability to regularly update their skills, and in order for HR to successfully adopt this trend, changes need to start at the top. To start with, CEOs themselves need to believe in a people-first approach. There are companies that have started embracing this (such as\u00a0Vayner Media<\/a>\u00a0or Atlassian), and more will follow as they observe the positive benefits, including a more engaged workforce and higher productivity. At that point, HR should be empowered to make the decisions they need to best support the workforce. This could be anything from selecting technologies that\u00a0support process or creating new processes\u00a0to developing training schemes for managers and\u00a0new recruitment strategies.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Change Employees' Perceptions of HR<\/b><\/h2><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\tAs HR becomes empowered and adopts a more strategic function within the organization, this should have a trickle down effect, creating a change of perception among all\u00a0employees, who will start to realize they can rely on HR as a partner to support them in their career development. As was\u00a0demonstrated by\u00a0Google\u2019s influential Project Oxygen<\/a>,<\/a>\u00a0first-time managers newly responsible for multiple\u00a0team members are often unsure of\u00a0how to support them, but when HR is able to focus on developing talent and creating an environment in which people can thrive, everyone wins. Employees will be more engaged and more likely to stay longer with a company, productivity will increase\u00a0and growth will follow naturally as people will have the intrinsic motivation to bring their best selves to work.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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View HR as a Strategic Partner\u00a0\u00a0<\/b><\/h2><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\tThe best synergies can\u00a0be found when HR is able to focus on putting people first, all while having a strong understanding of the business’s\u00a0needs. That\u2019s why it\u2019s vital for HR to be included in the boardroom so they can gain knowledge of a company\u2019s needs, shifting priorities and financial obligations. In turn, HR reps will have to become comfortable with understanding business priorities and strategic input.\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\t\nFor example, in the past few years, we\u2019ve seen an increase in the use of\u00a0people analytics<\/a>, i.e. insights HR are able to gain using technology that supports engagement surveys, performance management and more. This is a great way\u00a0to benchmark, measure and demonstrate change across the organization. Not to mention, they help confirm statements about a company\u2019s overall health. When purchasing HR tech, it\u2019s important to\u00a0consider what\u2019s in it for employees<\/a>\u00a0and not just HR first. This would not only defeat the purpose of HR being viewed as a strategic partner but also dramatically lowes the adoption rate of new technology. HR should think of technology as a way to support their business’s function, and of improving the employee experience.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Envision Shaping the Future of Work<\/b><\/h2><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\tAs\u00a0Globalization 4.0<\/a>\u00a0approaches, it\u2019s clear we all need to rethink our approach to work and career. Together, HR and the C-Suite can shape the future of their companies, better preparing themselves for this new reality,\u00a0all while supporting employees readying to be confronted by the changes. Rather than remaining stuck in a model we inherited from the industrial revolution, we need to change<\/a> how we think about employment, career trajectories,\u00a0talent retention and much more. This starts by enabling HR to start tackling people-related issues in a completely different manner than they have done until now, using approaches like people enablement. It also means freeing up their time from administrative tasks so they are able to think more strategically, while other functions can specialize in compensation and\u00a0benefits. The division of responsibilities has to be clear.\u00a0If companies start to think more with a people-first, as opposed to bottom-line-first, mindset, this will increase their agility and ability to change as quickly as the job market, or close enough.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

If there’s truth behind the common call to “grow your people, grow your business” shouldn’t HR be the most important department in a company? It’s time to stop viewing HR reps as purely administrative and give them a seat at the board by adopting the principle of “people enablement.” At its essence, people enablement is a more holistic approach towards individual development. Together, HR and the C-Suite can shape the future of their companies, better preparing themselves for this new reality, all while supporting employees readying to be confronted by the changes. <\/p>\n","protected":false},"author":765,"featured_media":22177,"comment_status":"open","ping_status":"open","sticky":false,"template":"single-post-2.php","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[182],"tags":[108],"ppma_author":[3620],"class_list":["post-2368","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-future-of-work","tag-future-of-work"],"authors":[{"term_id":3620,"user_id":765,"is_guest":0,"slug":"steffen-maier","display_name":"Steffen Maier","avatar_url":"https:\/\/secure.gravatar.com\/avatar\/?s=96&d=mm&r=g","user_url":"","last_name":"Maier","first_name":"Steffen","job_title":"","description":"Steffen Maier is the co-founder of Impraise: The People Enablement Platform<\/a>."}],"_links":{"self":[{"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/posts\/2368","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/users\/765"}],"replies":[{"embeddable":true,"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/comments?post=2368"}],"version-history":[{"count":7,"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/posts\/2368\/revisions"}],"predecessor-version":[{"id":35049,"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/posts\/2368\/revisions\/35049"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/media\/22177"}],"wp:attachment":[{"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/media?parent=2368"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/categories?post=2368"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/tags?post=2368"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/ppma_author?post=2368"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}