In brief The term ‘strategic business partner’ is often used to describe the goal and objective of HR today. Several organizations have adopted the HRBP operating model to solidify HR as a strategic partner to the business and increase its value and impact. Unfortunately, for many HR functions, the shift to becoming a strategic partner…
In brief The CHRO role is notoriously difficult and complex, leaving many CHROs feeling ill-equipped and unprepared. Politics, a complex stakeholder environment, and Board dynamics are some challenges new CHROs face. For many, this makes the role unappealing. Only 40% of senior HR leaders say that they have the ambition to move into the CHRO…
Background The early 2020s saw many shifts in the ways we work. Artificial intelligence, the drive towards sustainability, digital adoption, and skills shortages left many HR professionals feeling unprepared for what was required of them. And the rate of change has been unprecedented. Accenture’s Pulse of Change: 2024 Index analysis found that over the past…
In brief For the last decade, HR has focused on elevating its strategic impact in response to changing organizational demands. In fact, organizations that actively involve HR in the strategy process encounter fewer people and financial risks associated with high turnover, inadequate resourcing, and diminished productivity. But this requires relieving HR’s operational or administrative burden…
In brief In this article, we will discuss: Globally, organizations are already experiencing the future of work. As the external environment becomes more volatile and unpredictable, organizations grapple with challenges that reactive actions can no longer address. Instead, systemic issues and external influences are challenging the sustainability of organizations. For HR, this presents an opportunity…
The world of work has experienced significant changes in recent years – and is poised for further disruptions driven by labor concerns, talent shortages, and the impact of AI on work. In light of this, the role of HR is becoming increasingly crucial in driving organizational success. With its cross-functional view of the organization, the…
In brief We see four megatrends emerging that will impact work. HR will have a critical role to play in creating productive, thriving workplaces: The future of work is defined by digital and technological advancements, changing ways of work, and transformation of workplaces, work, and the workforce. The role of HR in the future of…
In brief In today’s rapidly changing work landscape, the relationship between employees and employers is undergoing a significant transformation. With increasing layoffs, more network-oriented approaches to managing companies, and new technological developments, such as the uncertain impact of AI on our jobs, trust has become critical in fostering productive, collaborative, engaged workplaces. Traditional listening methodologies,…
In brief Although a few years have passed since, it’s important to recognize how COVID-19 pandemic presented HR with a crucial chance to reposition its prominence and value to drive business success. CHROs stepped into the spotlight, and boardroom discussions focused on wellbeing, people-centricity, and engagement. For some, this step into prominance was long overdue. For others, it aligned…
In brief The dominant HR operating model has reached the end of its life cycle. Initiated in the 1990s, the Strategic Business Partner Model has been a standard in HR for decades. However, a changing business landscape, digitally-driven customer channels, and the expanding scope of HR necessitate its reevaluation and adaptation for future relevance. In…
