Reasons Why You Need To Re-Skill Your Hr Team

Technology is changing quickly, and it’s taking some jobs away and creating new ones. But employers can’t always wait on new cohorts of applicants who are already trained in these new areas. Even if educational programs could keep up, the skills your employees need will continue to evolve each year, and the skills of existing employees who have already completed their education will need to keep up. The implication of all this change is that employees and applicants may have skill sets that are no longer in alignment with business needs. The organization may be facing a skills shortage and may find itself unable to fill open positions because there are not enough candidates with the required skills. To achieve better business results, companies will need to reskill and invest in their HR and talent capabilities. Focusing on emerging Human Resource Management skills, such as analytics and deep business and global skills, is a place to start.

One option is reskilling. Reskilling essentially means changing the skill set of your team. Employee skill sets need to be updated. This not only allows employers to remain productive but also may be an essential component of employee development plans, which will have an impact on employee retention. Work has become more deeply embedded in our lives than before. We work everywhere and all the time, from time bound to 24x7 time zone and from office-based to co-sharing or home-based flexible work arrangements. For better or worse, the line between work and life is almost disappearing. And thanks to technological disruption, it is transforming every aspect of managing people. Hence, the task of HR has become even more critical. There’s a strong need for a re-skilled HR team – a team that can handle the nuances of the current changes, meets stakeholder’s expectations by becoming a partner and creates a workplace which is future-ready. The automation of things like Core HR payroll, salary records and benefits has taken away much of the work, and freed up HR pros to focus on more strategic initiatives and analytics.   
 

Here are a few things you need to do as a leader of progressive HR function when it comes to making your team future ready:

• Enhance the Tech Quotient (TQ) of your existing team: In order to keep up the HR evolution trend, you must measure the Tech Quotient of your team. The adoption of digital technology has already seen a huge impact on Human Resources. With AI-based tools and cognition related technologies, HR processes are becoming agile. They are enabling better people decisions and reduction of human biases. If your HR team is still not aware of the ‘what’ and ‘how’ of AI tools that are available in the market, it’s time for you to plan to educate them on various resources with respect to technology or you may outsource it to education consultant who can train and guide. There is no substitute to TQ in this technology-driven world for HR professionals.

• Frame a Solid Career Plan: As an HR Certification Training Leader, it is imperative for you to ensure that your team is updated with skills that future jobs require. According to a study, 4 out of 10 jobs today will be lost due to automation. As a leader, you need to have a long-term career plan framed for the team. Look at opportunities where demographics are changing. Identify competencies your team will require based on the organizational vision. Prepare a road map of their career so that they are business ready. In order to reduce the overhead cost of the organization, best human resource consultant in India comes into the picture and help the organization to recruit candidate as per the organization’s requirement.

• Create Learning Workers: As a leader make sure that you are trained to equip the kind of re-skilling that is required for yourself and the team. Along with attending seminars and networking sessions, it is imperative that the HR team undergoes training on a regular basis. Help create learning workers in your team. Build continuous learning experiences that allow employees to acquire skills, quickly and easily, on their own terms. And link these learning with performance and rewards. 

• Build Change Champions: Get ahead of the curve and bring a change. Develop the art of storytelling through data in your team. HR Courses professionals need to manage relationships with the right blend of influence when it comes to adoption of any change. This trait helps build change champions. One cannot force employees to change immediately. Influencing and relationship building skills help in building such bridges. Develop and harness these skills to listen empathetically and translate information in ways others can comprehend.

• Business Know-how is a Must: Generalize HR Training professionals should be well prepared to influence the organizational culture by creating customer and employee experiences well-aligned to the core business needs. The needs must be congruent between people and organizational performance.  Businesses cannot afford to compromise the quality of their HR team when it comes to transforming the talent ecosystem. However, all of this is feasible only when the Human Resource team has a full knowledge about what is going around in the ecosystem - the business needs and challenges. Knowing the nitty-gritty of business, competitor, finances, market forecast and technical trends is as important as knowing the internal culture, people, and competencies. Get your teams to participate in Sales meet and train them in creating marketing plans cross-functionally. From understanding the balance sheet to developing competitive intelligence report; these are all required to qualify to become a new age HR leader.
 

In the changing HR landscape, be brave enough to give it a shot. Explore different avenues to evolve further and enhance your and the team’s preparedness for future. Reskilling can be undertaken by employers by launching proactive initiatives to determine what skills will be needed in the coming years and then comparing that to the skill set of the workforce. Next, assess what necessary skills the workforce is lacking, and then set up training programs for employees to close the gaps. Employers can offer flexible training options and encourage or require employees to participate. And hence, such prominence will eventually give rise to collective new behaviours that will help to create new age HR teams.