Vous visez le succès des RH. Quels éléments devez-vous prioriser dans votre plan stratégique ?

Yes, Talent Acquisition and Retention is the # 1 priority. Attract top talent, employer branding, and positive candidate experience are key. #2 Associate Engagement and Experience : Foster a positive work culture, feedback/open communications and challenging opportunities to explore. #3, Learning and Development: Invest in continuous training, coaching, mentoring, and career growth opportunities to encourage a learning mindset and acquire new skills. #4, DEI: Embrace diversity, create an inclusive work environment and provide diversity and unconscious bias training. #5, People & Culture Analytics: Leverage technology for streamlined processes, data-driven decision-making, automation, P&C metrics insights, and strategic workforce planning.

Talent acquisition should be a top priority because attracting and hiring the right people is essential to an organization's success. The right talent not only brings the necessary skills and expertise but also shares the company's culture and values, driving innovation, productivity, and long-term growth. So develop a solid recruitment strategy that attracts top talent, including clear job descriptions, a streamlined hiring process, and a strong employer brand. Also implement employee retention strategies, such as career development opportunities, mentorship programs, and recognition initiatives.

In my view HR processes start with recruitment cycle wherein most of the manpower in HR exists. Since this is a highly transactional role and is often considered as role outside of HR space. However, on the contrary this is where HR understands organisation requirement for talent as well as long term goal of the organisation. This is where HR has a control over talent flowing into organisation and it makes this activity altogether more important as you set tone for employer branding and market reputation. How well you deliver in this role helps you understand the HR gamut as well as gives you holistic view of people and people needs of organisations.

Begin by conducting a thorough assessment of the organization's current and future talent needs, identifying critical skills, competencies, and cultural attributes that drive business success. Emphasize the importance of employer branding and candidate experience, crafting a compelling narrative that reflects the company's values, mission, and unique brand proposition. Leverage diverse sourcing channels, including digital platforms, professional networks, and employee referrals, to attract a rich pool of talent that embodies the desired cultural ethos and aligns with the company's goals.

Talent Acquisition: Focus on attracting and hiring the right talent to meet business needs. Employee Development: Invest in training and growth opportunities to enhance skills and career paths. Performance Management: Implement clear evaluation processes to recognize achievements and improve performance.

O sucesso de um time envolve diversos aspectos, inclusive proporcionar meios para as pessoas aprimorarem suas competências comportamentais, as soft skills. Promover o desenvolvimento contínuo das habilidades interpessoais entre os funcionários ajuda o time a enfrentar desafios da rotina corporativa. Por isso, em uma estratégia de liderança recomendo ter espaço para treinamentos regulares sobre habilidades de comunicação, tanto para a equipe de RH quanto para outros líderes da empresa, para que eles tenham conhecimento e saibam lidar com os mais diversos problemas que possam enfrentar com os colaboradores da organização.

Para o RH ter sucesso, é importante que ele seja composto por um time que goste de PESSOAS. Não adianta falar em investir em planos se essa competência básica não estiver presente.

- Verifica qué tipo de aprendizaje (visual, teórico, hands-on) tienen tus colaborales, esto ayudará a poder crear estrategias de aprendizaje y crecimiento a medida que realmente aporten resultados. - Parte de construir un equipo más motivo, incluye que la jefatura y las personas que somos parte de RRHH realmente nos importe el bienestar de los colaboradores. No solo decirlo, pero demostrarlo con pequeñas acciones desde prestar atención a los problemas, buscar formas de solucionarlo, la forma de comunicación, la confianza que tienen hacia nosotros.

El desarrollo de los empleados es clave en cualquier estrategia de RRHH. Invertir en su capacitación y crecimiento asegura que estén preparados para desafíos presentes y futuros. Con programas de aprendizaje y trayectorias profesionales, se fomenta un equipo competente y motivado, elevando la productividad y la retención a largo plazo.

To achieve HR success, prioritize fostering a positive company culture by emphasizing employee engagement, open communication, and recognition programs. Promote diversity and inclusion, ensuring a safe and supportive work environment. Implement professional development opportunities and clear career pathways. Encourage work-life balance with flexible policies. Regularly solicit and act on employee feedback to continuously improve the workplace experience.

Companies should promote cultures where people feel flow at work. Professor Arnold B. Bakker (Flow at Work: a Self-Determination Perspective) explained this as a experience at work characterized by absorption, enjoyment and motivation. These all together, may impact in the job performance and creativity. These could be through autonomy, feedback, opportunities for development, by coaching. One of the strategies: companies should promote Self-Leadership, the process by which people influence themselves to achieve self-direction and self-motivation; other strategy is called Job Crafting, which is about increasing job resources, for example, asking for feedback or creating new opportunities to pursue passions.

Documentar y formalizar la gestión del rendimiento es fundamental para alinear las expectativas con los resultados reales. Esto no solo asegura que cada miembro del equipo comprenda claramente sus objetivos y cómo serán medidos, sino que también establece un proceso transparente para evaluar el desempeño actual y proporcionar retroalimentación efectiva. Más allá de optimizar las operaciones del negocio, esta metodología reduce riesgos legales al respaldar decisiones de empleo con datos concretos y documentados. Es un enfoque integral que promueve el éxito a largo plazo tanto para los empleados como para la organización en su conjunto.

Tech integration in HR processes is essential, spanning recruitment, learning, engagement, and exit strategies. Embracing advanced technology streamlines operations, enhances employee experience, and drives efficiency across all HR verticals. By leveraging innovative tools and platforms, HR professionals can make data-driven decisions, improve talent management, and foster a more connected and responsive workplace. The future of HR lies in seamlessly integrating technology to meet evolving organizational needs and employee expectations.

Um dos caminhos para se obter o sucesso na carreira em RH, é estar em pleno desenvolvimento com as ferramentas que estão em total evolução tecnológica. Isso sem dúvida irá te lapidar e automaticamente fará com que você esteja a frente do mercado, uma vez que estas ferramentas, te elevam a um patamar de visão e execução estratégica, de maneira extremamente relevante. Sem contar, que isso ao passo da produtividade, trará uma performance realmente impactante e eficiente, dado que a integração destas ferramentas somada a nossa atuação humanizada, potencializa nosso crescimento profissional em RH.

To achieve HR success, prioritize components such as talent acquisition, employee development, and retention strategies. Focus on creating a positive workplace culture that promotes diversity, equity, and inclusion. Implement robust performance management and feedback systems to ensure continuous improvement and employee engagement. Invest in professional development opportunities to enhance skills and career growth. Additionally, leverage technology to streamline HR processes and use data-driven insights to make informed decisions. Lastly, ensure compliance with labor laws and regulations to mitigate risks and foster a secure work environment.

Human-Centered Design_: Design HR initiatives with empathy, putting employees at the core. Flexibility and Adaptability. Empathy and Compassion_: Prioritize understanding and support for employees' personal and professional challenges. Foster a culture that values and celebrates individual differences. Continuous Feedback and Learning_: Encourage regular feedback and opportunities for growth. Employee Well-being and Wellness_: Prioritize physical, mental, and emotional well-being. Autonomy and Ownership_: Empower employees to make decisions and take ownership of their work. Data-Driven Decisions_: Use data to inform HR decisions, ensuring they align with business objectives.

Talent Management,Talent Development & Culture Building are key elements that HR needs to focus for employee retention and organisation growth.