How HR Can Help Build the Organization of the Future

Friday, October 01, 2021

Main News Photo

Today’s organizations are faced with increased pressure and faster-paced problems than most have ever encountered. Four of the most pressing issues causing significant adaptation are:

  • COVID: Organizations worldwide are making challenging decisions regarding their workforces every day: should it consider a vaccine mandate? Should it consider a mask mandate? Are its employees safer working from home? What regulations apply?
  • The Great Resignation: In healthcare and tech, employees are resigning at record-high rates. The increase in remote work modality is removing geographical boundaries from the talent pool, increasing competition, and making organizations across the world rethink their recruitment and retention strategy.
  • Supply Chain: In manufacturing, global supply chain issues are expected to continue through 2023, causing ripple effects throughout the global economy.
  • Technology Advancements: Across industries, technology advancements provide great opportunities but also create a need for advanced and complex training and a highly skilled workforce. 

How do organizations remain competitive as such demands continue to grow? While every team has its role to play in helping the organization achieve success, executives should consider HR as the pillar for advancing their team through the challenges of today’s world and into the future.

The following eight core HR functions provide examples of how HR can help your organization remain competitive in the marketplace of the future.

  1. Purpose: Establish and radiate the organizational WHY. A company with strong organizational health will be more resilient in times of turbulence. Rely on your HR team to assess your organizational culture and health, and work with the team to build the connection to the organizational why. This sense of connection will keep them engaged and help the organization fare better through challenges.
  2. Culture: Make culture a top-down, bottom-up priority that is measured with data. Once your HR team has made strides in step 1, step 2 will naturally follow: a team of employees that is connected and aligned with the organization’s mission will seamlessly grow and enhance a strong culture. Setting culture as a priority, and regularly checking in on it with data, will send the message to the team that they are just as important as any other business output, further connecting them to the organizational mission.
  3. Value: Map talent to value. Ask HR to be your guardrail in talent and team planning — with a strategic focus. Be laser-focused on value. Assess every role in your organization: which roles truly create the most value? With those roles in mind, where does your talent fit in? By prioritizing roles that provide the most value, rather than focusing on who will fill those roles, you’ll ensure your most critical roles are matched with the best talent.
  4. Decision Making: Drive speed in decision-making during crises. Operational experts — with a background in each area of your organization but no bias in any area — HR professionals are a fantastic source for decision-making during a crisis. HR can help you understand each of your team members' thought processes and the key factors when considering potential outcomes.
  5. Structure: Adapt to new organizational design to support hybrid and flex work environments. As previously noted, employees are resigning in high numbers for more flexible opportunities, and organizations that don’t provide comparable options will risk losing their best talent. HR can assist in designing processes that make sense for your organization and is the best gauge of what your team truly wants and needs. HR understands what will drive talent retention and can help implement the appropriate strategy.
  6. Talent: Lead strategic workforce planning, improve retention, and drive performance enablement. On the same theme of driving retention, lean on HR to lead strategic workforce planning, ensuring your organization is prepared for the needs of the modern workplace. Your team should be set up in a manner that enables them to achieve the highest success possible.
  7. Career Trajectory: Reskill and upskill talent; drive a continuous learning culture. With technology advancing at a rapid pace, leading a skilled workforce is not a “nice to have” but a “need to have.” Investing in microlearning opportunities that align with the needs of your team will not only support retention and engagement but will ensure your team is equipped to continue performing at a high level to achieve goals and meet outputs.
  8. HR Technology: Adopt the right HR technology platform that works for employees and the employer alike. According to Gartner, by 2025, 60% of global midmarket and large enterprises will have invested in a cloud-deployed HCM suite for administrative HR and talent management. While options are abundant, it is critical to thoroughly explore the marketplace to find the right fit solution for your organization before investing in a system. The right choice will support your HR team, administrative staff, and employees’ self-service needs now and well into the future. 

Leading the conversation around these topics and empowering your HR team to be strategists will help support staff and grow your organization, and ensure you are well-positioned to be resilient through whatever turbulence may lie ahead.

For more information on HR during expansion to Irvine and the Irvine Gateway program, contact Brian Montes.


Brian MontesBrian Montes of Scaleocity Works is a member at large of the Greater Irvine Chambers Board of Directors. He joined the board of directors in 2018 and was appointed as committee chair of the Economic Vitality Council in 2021. 

As the founder and CEO of Scaleocity Works, Montes and his team work with companies to set the stage for the organization to grow at a speed and in a direction that is sustainable and successful to meet future goals and objectives. The team at Scaleocity Works has a mission to build better work environments and positively impact each organization’s corporate culture. 

Since starting Scaleocity Works, Montes has developed a team to provide companies with solutions for human resource management, payroll, hr technology, and leadership training and coaching. Montes has led the Scaleocity team in providing high-touch HR solutions to California-based companies, as well as companies located all throughout the U.S. As a member of the Greater Irvine Chamber’s Irvine Ready Task Force, Montes also provides global companies with the expertise and insight they need to successfully open their U.S headquarters in Irvine, CA and navigate all of California’s human resource compliance. 

Before starting Scaleocity Works, Montes worked for the global Fortune 500 company Leggett & Platt, managing operations in the U.S as well as Asia. During his tenure at Leggett, he graduated from Western State University College of Law with a Juris Doctorate and has an undergraduate degree in business administration. 

In addition to the Greater Irvine Chamber, Montes serves as the chair for the Orange County 4-H Board of Directors, and actively participates in the Greater Irvine Chamber’s Business and Workforce Development Committee
 

Category: Irvine Gateway, HR, Buisness Growth, Irvine