People and data
Looking at the organisation in its entirety and we see that different skills sets are required from existing and potential employees in a digital world. Within the Criticaleye Community, HRDs report that personality traits and trainability are becoming more of a priority. In other words, in a digital environment where change is the norm, the ability to learn and evolve skills quickly and fluidly becomes a highly desirable trait.
Our Members also comment on the value accrued from increasing volumes of HR data. Companies may still bemoan the cost of recruitment, but it is now possible to get a more holistic snapshot of the cost and value of recruitment including how long people recruited stayed within the organisation and how quickly they became competent, to get a truer view of their value to the business.
In addition to employee value, data can reveal if the leadership team is delivering on its results, as well as giving a view on whether the business is achieving its objectives and the direction of travel. This type of data is critical for HR planning and talent management, helping companies to invest and get the best return out of their human capital.
2016 may be the year when benchmarks for digital are established although this will be a challenge considering the rate of change. What’s clear is that HRDs have a key role to play in facilitating that change, whether it is helping the leadership team embrace greater openness or providing a framework for younger employees to excel.