How CHROs deal with new external factors – Leadership

The HR department and HR managers have always been seen as a support function for an organization, but in recent years there has been a greater demand for the department to provide tailored support to employees.

Robin Boomer, executive adviser to Gartner’s HR practice, told Digital Nation Australia: “As organizations become more complex, there are more and more opportunities to leverage technology.

“It is recognized that employees have specific needs and concerns that they expect from the organization to improve their performance and do the best possible job.”

The role of the Chief Human Resources Officer (CHRO) becomes more complex as external threats and trends emerge.

“The CHRO is involved in stakeholder management and public response to those external threats or concerns that those people might have. Now in a hybrid environment, as many organizations do, or most organizations do, they have to think differently about culture and cohesion,” he said.

“How we hold the organization together and move forward strategically, while allowing people’s flexibility and identity to shine through and get them to work.”

But at the same time, Boomer said organizations need to make sure there’s a shared consensus on what CHROs are there to accomplish.

“With the current talent landscape, the role of workforce planning becomes more complex, where we may need to manage multiple scenarios and understand external risks at a much deeper level to provide multiple different scenarios and the paths we we could track and identify triggers,” he explained.

“What are the things that will tell us if we need to find and retain the best employees? Whether we have a strategy or whether we have a healthy rotation and attract new talent? Or really invest in building skills and capacity within the organization? ” he added.

Shirlene J. Manley