Many thanks to Josh Bersin for this slide at the CIPD conference. Two key trends here are a) agility, and b) closeness to the client group.
What a powerful package if HR can do both – and each drive each other in a virtuous circle. The closer you are to your client group, the more agile you can be in responding to their needs. The more responsive you are, the more valued.
Then, the dilemma emerges of how centralised HR can, and should be. How important is it for HR to remain aligned? Are you tempted to ‘go native’?
This reminds me of the dilemma faced by global marketing teams – how much to drive standards, economies of scale and brand, versus adapting to local markets and drive sales. I researched this for a global company, and what it meant for their leadership competencies.
Is it the same challenge for HR? Except – in HR the additional considerations are those of values, fairness and consistency.
Should we be thinking of HR leadership in the same way as leading a brand? The research I did revealed the most basic truths about the importance of listening and exploring in order to collaborate – respecting all needs.
