Businesses are now operating in a more disruptive environment than ever before. And as an HR professional, you have a key role to play in developing the talent management solution.
Disruption is driving the future of HR. Your ability to dynamically adapt and manage the evolving business landscape will dictate how you’re able to engage talent, drive organisational change programs, and effectively manage the human impact of this change too.
While ‘Disruption’ is certainly a buzzword, is disruption really that new?
While we’re seemingly lead to believe disruption is a relatively new concept, isn’t it ultimately about competition?
In a business sense, so called ‘disruptors’ are successful because they identify an industry where customer needs are not being adequately addressed.
They often identify they will compete in a different way changing the customer experience (i.e. addressing their unsatisfied needs) and leaving the existing players in the market floundering and wondering how or if they can change to address the new market dynamics.
This is what market based competition has always been about. The difference today is that the rate of technological advancements is no longer incremental but game changing.
A new challenge arises
As with any change, disruption has a human impact within your organisation.
The challenge for you as an HR professional is identifying the role to play in proactively managing this new pace of change and assisting your organisation to anticipate and manage future customer needs.
It’s imperative the HR leaders are aligned with the rest of the business.
An acute understanding of your businesses operating environment, your marketing and sales strategy, and the ever-evolving needs of your customers is necessary to identify and retain the ‘right’ top talent to propel the future of your business.
The HR manager of the future
I strongly believe a savvy HR professional will become a highly valued member of the management team when they assist in aligning the organisation’s talent to the customer needs.
1. Identifying, managing, organising and engaging your organisation’s talent to align with your evolving organisational requirements;
2. Anticipating the future needs of your customers and understanding the impact on talent within your organisation; and
3. Dynamically implementing and managing the human impact of disruptive change. Define a clear set of goals, identify a cohesive structure to identify evolving customer needs and manage the talent required, and put the right programs in place to ensure your top talent is retained and continually driving value for your customer base.
The successful management of people is a key part of the puzzle to effectively solving our customers’ needs.
Still not sure how you can action these steps to manage the human impact of disruptive change? Contact the Choice team today for further advice.