What's Important in Your Future?

I want to call your attention to a couple of articles I read recently that, in my mind, sum up two of the most critical areas companies face in preparing for the future. They are — creating and integrating formal employee value propositions (EVPs) that are aligned with your business model, and ensuring HR leaders develop into "change champions," "strategic positioners" and "technology proponents."

Talk about HR being strategic — accomplish and excel in these two areas while continuing to expand in knowledge about the business and your HR function will contribute significantly to the bottom line and your company's sustainability.

The first article by former managing editor Adrienne Fox in the January 2012 issue of HR Magazine (HRM) entitled "Make a 'Deal'" talks about the importance of formalizing an EVP in your company that is based on your business model. In addition to explaining what "formalizing" means there are great examples of how this works from companies we all know.

And here is another take-away from the article. Whether or not you have a formalized employee value proposition your employees believe you do and it guides how they think and perform. That should make you curious! Check out the piece and if you are not a member** of the Society for Human Resource Management (SHRM) or don't subscribe to HR Magazine borrow the January issue from a peer. I think you will find it worthwhile.

The second article by Dori Meinert, senior writer at HRM (and based on recent research conducted by the University of Michigan Ross School of Business and consulting firm RBL Group) entitled HR Competency Model Updated suggests new competencies that top-notch HR professionals are going to have to have to make it — beginning today. Do you already know what these new competencies are? Check them out.

SHRM will release the results of its own global, HR competencies research later this year.

Businesses that want to excel and out-perform others coming out of this economic recovery and into the future are going to have to stay on top of issues like these. If you are responsible for HR in your company, or are searching for an opportunity where you will be, these topics are critical to your future success.

And while we are on the topic of things you should be aware of about the future — MBO Partners, in a post at Forbes.com, says the 16 million independent workers currently in the U.S. workforce will grow to 20 million by next year and 70 million by 2020.

Independent workers in this context are defined as those on fixed-term contracts, independent consultants, those working through temporary agencies, workers on an on-call arrangement and those who own a business with less than five employees.

We have long believed a well thought out, planned blend of interim and regular employees (flexible staffing) is the most strategic, economical approach for getting work done. More businesses are beginning to define work in terms of projects and bring in seasoned, skilled contributors only when needed. The critical compliment to this (as is now being realized) is the growing number of independent, functional experts comfortable working this way.

HR professionals from literally all of the HR functional areas have been doing project work for a long time. We know because we have been placing them with companies for the past 22 years throughout Northern California. If you would like to talk about how this approach could benefit your business let us know.

Best Regards,

Rod

** In terms of professionalizing HR organizations and developing competencies for the future, I think memberships in professional organizations like the Society for Human Resource Management (SHRM) and Northern California Human Resources Association (NCHRA) should be required for HR leaders and by them of their staffs.