Every leader recognises that human capital is the most valuable asset for business success and sustainability. Great business idea could mean nothing more than empty plans, unless the best talents transform them into real actions and make impact. No wonder, having top talents onboard will give your business a competitive winning advantage ahead of other competitors.

The business landscape has evolved rapidly, and the expectations set from HR personnel has increased as well. Gone are the days when HR professionals were merely administrative support staff who would take care of clerical matters related to employees. To adapt with the changing times, HRs are required to actively innovate and step outside their traditional role, when seeking out for opportunities to deliver performance that supports the business operation. It is about time for HR department to transform into a strategic partner for organisational success.

How should HR department evolve in their roles to overcome shortcoming and become strategic partners to business?

HRs should work beyond ensuring a smooth system and implementation of talent acquisition strategies. For HR department to actively participate and contribute in the process of business decision-making, there should be an inclusion of HR into the executive level. It is imperative for HR managers to consider the impact of the processes and practices followed by an organisation on overall workforce morale.

See: HR as the Agents of Change in Digitally Disrupted Future of Work: Q&A with Karen Cariss, CEO of PageUp

Below are several ways HR can be a strategic business partner to solve organisation-wide issues:

1.       Learn the business model. HRs should be able to sketch out a hiring strategy that is in line with the business goals and objectives. By knowing the business model, HR department could work as a top driving force for business success.
2.       Understand the business metrics. HR Professionals should possess sound understanding of industry-specific terms and ways to measure productivity, learn about key performance metrics, as well as analyse its driving factor.

3.       Determine necessary skills and knowledge. Knowing what the organisation needs onboard is one of the greatest HR challenge and responsibility. In order to find the right talent for the right job role, HR leaders should firstly determine the fundamental set of skills and expertise needed by the business to thrive.

4.       Identify top talents. Top-notch employees are not found arbitrarily. HR staff should pay careful attention in finding potential talent among the crowded talent pools, and grab every opportunity to fetch and match them with the business roles.

5.       Prepare the workforce for challenges. This includes creating funding scheme for enhancing employee’s skills and knowledge through ongoing training and development. This will prepare them for overcoming challenges in the changing marketplace.

6.       Know the business key strength and risks. HR professionals should be able to harness and maximise the business key strength, while minimising the risks that might jeopardise their business repute and operations.

To position themselves as strategic business partner, HR managers should assist the ongoing process of accomplishing business plan with growth outcomes, and objectives to carry out tangible business development. To be a successful business partner, HR professionals should champion high performance by leveraging on talent and guiding human potential in the right direction.

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