These responses from HR people tell the story of wasted HR talent. The majority, in the blue zone, feel they’re in catch-up mode.
Imagine the impact for organisations if the potential of all those committed, conscientious HR people could be released into more value-creating and rewarding work.
What could this look like?
Working proactively with their workforce plans rather than suffering delays in filling vacancies – so that managers aren’t stressed and missing targets
Coaching line managers to develop their people rather than sorting out performance issues – leading to retention of key talent
Building collaborative relationships with line managers rather than being on the back foot – enabling them to co-create solutions to new business challenges.
These are just three examples of the time dynamic that forces HR people into a reactive spiral.
We researched the causes of this in our report ‘How to get HR to the next level’ with 5 recommended solutions. Download our report here.
These responses from HR people tell the story of wasted HR talent. The majority, in the blue zone, feel they’re in catch-up mode.
Imagine the impact for organisations if the potential of all those committed, conscientious HR people could be released into more value-creating and rewarding work.
What could this look like?
These are just three examples of the time dynamic that forces HR people into a reactive spiral.
We researched the causes of this in our report ‘How to get HR to the next level’ with 5 recommended solutions. Download our report here.
How does this play out in your HR team?