HR In Danger Of Being On The Side-lines - Again_

HR In Danger Of Being On The Side-lines – Again?

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An increasing number of organisations are welcoming the pressure to transform their human resources function to adapt to today’s disruptive business environment.

The 2017 KPMG HR Transformation Survey also showed that despite the enthusiasm, the road to modernisation is not yet fully paved.

The survey of almost 900 leading global HR executives showed that 65% of leaders see the current disruption as an opportunity to transform their business model and drive growth.

As such, 68% reported having taken steps to challenge themselves within the last year.

Despite most HR initiatives meeting expectations, over half (59%) of organisations say they still lack a business case or appropriate metrics to measure return on investment.

“As disruption changes the way people work, our 2017 survey reveals the revamping of priorities and expectations for human resources,” said Claudia Saran, KPMG U.S. People and Change leader.

“While the leading organisations are proactively driving efforts to redefine their workforces in the digital age, we also see many HR leaders struggling to craft and seize a meaningful role for themselves and their teams to play in shaping the organisation’s workforce.

The message is clear: help architect holistic workforce change for your organisation, or sit on the side-lines and watch others get it done.”

One area where HR can deliver huge value is in driving forward the adoption of intelligent automation (IA).

In leading the conversation around IA, HR can steer this paradigm-shifting force to reshape the workforce and HR function.

Around half of the respondents said they expect IA investments to drive significant change for their businesses, including the impact of process automation on their operation models.

Of the respondents who have a strategic role in their business, 66% are driving discussions around the benefits and challenges of intelligent automation opportunities.

The top areas where IA investment is focused are talent management (61%) and talent acquisition (57%). Analytics and HR data is also a priority investment for a third of the respondents.

Though the impact of automation is complex, we can be sure its entrance to the workforce has the opportunity to generate new jobs and to boost expertise.

Making the HR function more evidence-based has the potential to redefine its value to the business.

This shift can only happen when HR teams acquire the skills and technology that is able to capitalise on the immense value and competitive advantages of data and analytics.

What hurdles have you come across in the drive to increase automation in the workplace?

Is your organisation exploiting the full value of data and analytics?

We’d love to hear your thoughts, share them with us below.

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