Published 14. Sep. 2016
[Report]: Leadership and HR - The Change Journey
The report approaches business transformation from the vantage point of HR decision-makers. As part of Management Events’ Executive Trend Survey®, top decision-makers from Europe and Southeast Asia's largest organizations were surveyed and interviewed, face-to-face. The report is based on 692 responses and features executive views on current HR trends and issues, as well as opinions on change and leadership.
If there’s a word to describe today’s business world, it’s change. Even if it’s dressed in other forms — transformation, revolution, etc., when it comes to digitalization, customer-centrism, or data explosion — it’s always about the journey towards something new.
At the center of this industry-wide change is the HR department. From employer branding, recruitment, to retention, today’s HR is tasked to be the organization’s change strategist. The survey reveals that developing the next generation of leaders is currently the number one priority with the creation of an attractive employer brand not being far behind.
This internal emphasis is summed up on this executive quote, “If your customers want to have a world-class experience, what kind of people do you need to make that happen?”
With digitalization comes technology, but even if technological development and disruption are expected to decrease human jobs, HR decision-makers from large organizations are optimistic about employee headcount, at least for the next 18 months.
Key Report Takeaways
- HR as a Change Agent – HR needs to adapt to business transformation. The key priorities of the HR function in the midst of business transformation are the development of leadership capabilities for new business requirements and the management of the internal change process.
- New Era, New Leadership – As new technologies drive organizations towards new business model innovations and operations, novel skills and modern leadership are also needed to excel in the newly created opportunities. HR executives state that building next generation leaders for new business requirements is the main strategic goal for HR in organizational value creation.
- Employee Attraction – New skills are a hot commodity in many organizations today and there’s intense competition for the best employees. Companies with the most appealing culture and attractive employer brand win.
- Efficiency through Digital – HR, being the backbone of the company, needs to be flexible and adjust to new business needs. HR executives are now looking for efficiency through digitizing and automating HR processes, and to support better leadership in the global business environment.