Current Situation
HR decisions are often perceived as top-down directives with limited feedback from employees and the line of business. In many instances, the rise of the CHRO happened in exchange for HR prioritizing business preservation through workforce governance. There is a gap between HR policies and the day-to-day realities faced by teams and individual contributors.
The outcome of the gap is often a sense of mistrust, a lack of transparency, and doubts about the effectiveness and applicability of the HR framework.
Goals and Objectives
Goals:
Establish an HR framework that can withstand the test of time, changing market dynamics, and societal expectations.
Facilitate continuous adaptation of HR policies based on feedback from all levels of the organization, nurturing trust, and transparency, and gaining employee buy-in for the HR framework.
Strategies:
Include regular dialogue between HR and the rest of the business, upskilling HR teams to understand and act on sustainability imperatives and framing HR decisions with a long-term perspective, emphasizing employee input, development, and well-being.
Technology Deployed
VoE — surveys, feedback loops, and comms management
VoE analytics
Talent and people analytics
Workforce planning
HR governance and accountability
Employee relations
Goals and performance management
Digital sustainability frameworks
Rewards and recognition
Employee well-being
Use Case Summary
Prioritize a dialogue-driven approach by actively leveraging feedback tools and analytics. Proactively address insights and concerns from all organizational levels to align HR policies with real-world challenges and cultivate an environment of trust and transparency. Demonstrate adaptability and responsiveness to ensure a robust buy-in from employees, underscoring the HR framework’s relevance and efficacy and fostering a unified and engaged workforce.