Talent is Key to HR Effectiveness | Mercer

HR Transformation

The Next Steps Forward: Talent Is the Key to HR Effectiveness

The HR function of the future is achievable today — but only if organizations give the same attention to HR talent that they have given to all the other elements of HR infrastructure. By aligning HR roles and competencies to the company’s overall workforce needs, assessing the skills and skill gaps within the function, and developing HR talent accordingly, organizations can eliminate a major impediment to HR effectiveness.

Your HR Function is Only as Good as Your HR Talent

The result is an HR function able to manage and develop the company’s greatest asset — its workforce — so that the organization can execute its business strategy and achieve success.

In our work with clients, we are seeing more progressive organizations recognize the need to address HR skills, particularly before they make big changes such as creating service centers or establishing centers of expertise.

These savvy organizations understand that, even with the right HR strategy and the right HR operating model in place, HR won’t adequately serve the business if its talent doesn’t have the necessary competencies.

Barriers To Up-Skilling HR Talent

Continuing to bring people with the wrong skills into HR:
Along with the failure to develop HR professionals with competencies more aligned with the needs of today’s HR function, companies also continue to bring in new hires who lack the necessary skills.

Undervaluing of key business skills by HR leaders:
Another barrier to improving the skills of HR talent may be the attitude of HR leaders themselves, who sometimes fail to value key business skills in their HR staff.

Lack of professional training and credentialing:
Educational programs designed to prepare people for careers in HR are still mainly geared toward the needs of personnel departments, rather than the requirements of today’s HR functions.

Addressing only part of the talent picture:
When organizations do spend significant time and eff ort on developing HR talent, the focus tends to be more on developing core HR functional competencies.

Barriers To Up-Skilling HR Talent

Continuing to bring people with the wrong skills into HR:

Along with the failure to develop HR professionals with competencies more aligned with the needs of today’s HR function, companies also continue to bring in new hires who lack the necessary skills.

Undervaluing of key business skills by HR leaders: Another barrier to improving the skills of HR talent may be the attitude of HR leaders themselves, who sometimes fail to value key business skills in their HR staff.

Lack of professional training and credentialing: Educational programs designed to prepare people for careers in HR are still mainly geared toward the needs of personnel departments, rather than the requirements of today’s HR functions.

Addressing only part of the talent picture: When organizations do spend significant time and eff ort on developing HR talent, the focustends to be more on developing core HR functional competencies.

How Should Companies Tackle HR Talent Issues?

Mercer recommends using a three-step process to address HR talent issues within your organization and to build the HR capability that your organization requires.

Download the complete “Next Steps Forward” paper to learn about the three-step process you can implement now, plus see a case study.

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