Key HR Goals and Objectives 2013
This year was not a massive surprise. The economy was still weak, but it has not worsened during 2012. That is good news, at least the economy is relatively stable and predictable. The HR Priorities have not changed significantly from 2011, but few trends become more and more apparent. The western countries become re-industrialized again. This will create a additional pressure on Human Resources. The technical skills will be required again. The universities are not ready. This will make the war for talents and the talent development even more critical for the modern organizations. As last year, innovations were the key success factors for all companies. However, many businesses are not able to utilize innovations proposed by employees. They have no procedures, and managers do ignore proposals to introduce necessary changes. On the other hand, companies able to introduce innovations to market enjoyed an enormous growth. The HR Management in the organization needs to be focused on building of the competitive advantage against direct and indirect competitors.
HR has to focus on the recruitment strategy because the organization has to win the war for talents. It has to attract new university graduates, and it has to engage the entire company in the successful social media communication. Social media will be booming in 2013, and we can expect that new approaches for Human Resources will evolve. Most HR Organizations should include social media into their HR Goals and Objectives.
Most companies fail in the proper establishment of innovations. They usually start an exciting initiative to introduce innovations, but they are not able to implement them quickly. The change management is required to manage expectations and the change in the organization. Most managers are rigid, and they do not take innovations seriously enough. They speak about them, but they do not support them by heart. It is the objective for Human Resources to change such a behavior.
Human Resources has to revive all incentive and bonus schemes used in the business. The top performers create a higher contributed value than the rest of the sales force. They have to be recognized by the incentive scheme. The incentive schemes have to be again the performance driven incentive schemes. Most HR professionals do believe that schemes in their organizations are the performance driven schemes, but this is usually just true in times, when the sales results are booming. Additionally, HR has to design the training course, which will spread the sales best practice. The new hires have to be familiar with the incentive scheme and the sales best practices because they can reach the standard performance sooner.
Talents are the future of the business. Each leader of the organization has to spend a large proportion of his time finding successors. He has to influence and inspire other managers to find their successors, as well. HR is responsible for putting the effective Talent Development program in place. The young talents need their challenging opportunities, and they have to feel the investment flowing to their personal development. The talent development is a strategic investment and initiative. The top management should monitor the progress of the program closely, and action should be agreed for each quarter. The talent development and the progress of the development of young individuals should become a major HR metric for all top managers in the organization.
The lean HR Processes will help to manage costs of Human Resources. As HR has to demonstrate its return on investments (HR ROI), the lean processes are the crucial components. The top management requires HR to become cheaper and more efficient than it operates today. The lean process methodology is one of the most effective ways.
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