Build HR Capabilities Ensure competencies and capacity are ready in time to meet strategic goals. HR leaders rarely assess the competency and capacity of their team from a holistic view, leaving them out of sync with organizational needs. Assessing HR ca презентация

to meet strategic goals.
HR leaders rarely assess the competency and capacity of their team from a holistic view, leaving them out of sync with organizational needs.
Assessing HR capabilities is difficult without the right tools; many HR leaders are required to make important staffing decisions using educated guesses or hunches.
McLean & Company’s 2015 HR Trends and Priorities report shows that only 16% of non-HR respondents think that HR is “very effective.”
The report also shows that organizational headcount is rapidly outgrowing HR headcount, meaning HR teams will have a tough time changing perception.
McLean & Company’s 2015 HR Trends and Priorities data shows that organizational turnover is affected by HR’s effectiveness in a variety of core service areas – particularly Talent Acquisition. This reduction in turnover translates into a significant organizational benefit – especially if you consider that cost of turnover estimates range from 25-150% of an employee’s annual salary.
 
This means that HR capability has an effect on the bottom line, and the overall productivity of the organization.
HR leaders need to use diagnostic tools and have a thorough understanding of organizational priorities to be able to assess whether their team can deliver where value and support are most needed.
Being strategic isn’t the same as being effective; make the most of your HR capabilities by acting strategically in value-add areas and allowing other to be tactical or operational.
Factor in your culture, time, and cost, when making HR staffing decisions.