Forbes recently released three factors HR leaders should equip themselves with in 2019 to achieve the epitome of a fluid workforce environment. While HR executives will continue to take on their change management role, counselling the C-suite on any of the below HR issues that used to seem “just nice to have” are now imperative.
1. Collaborate with the marketing team
Perceptions of a company’s brand can impact whether talent apply for a job, accept a position or stay with the company.
By joining forces with marketing, HR can align external and internal messages, and create the best possible employee experience with a culture, and drive policy.
Here are some questions proposed by Forbes for HR leaders to reflect on:
- Does your company clearly and frequently communicate its mission, values and culture in a variety of channels?
- Do you leverage technology tools to build internal portals and platforms for sharing information and encouraging your employees to be your best advocates?
- Do you offer and promote opportunities for mentorship, volunteerism, task forces and other internal programmes that can leverage employee interests and strengthen bonds across organisations and silos?
- Are you developing recruiting practices that map to your company’s brand and underscore the value of a customised approach and personal touch?
2. Redefine diversity
The definition of diversity must extend beyond gender, race, sexual orientation or religious affiliation. Geographic location, generational affiliation and education levels should be considered during corporate policy making, staff training, executive presentations, social media posts and recruiting to achieve a diverse workplace.
The geographic location of an employee should not be a concern for employers. Remote workers who have chosen to work outside major hubs and might come from rural or suburban towns are now interacting with urban or on-site team members.
Regarding generational affiliation, the modern workplace shall embrace five generations and their respective cultural norms and communication styles.
Education backgrounds used to be the solid foundation of a candidate’s application. However, some of the largest companies such as Google and Ernst & Young no longer require a four-year degree, instead, they focus on whether potential employees have the necessary skills.
3. Expand flexibility
Other than playing a critical role in fostering the fluid workforce by determining the best practices for flexible work arrangements that also support your company’s business model, HR also helps employees embrace flexible career paths, including horizontal and vertical career models.
The concept of internal mobility has been embraced by top companies such as Google and Facebook, all of which discovered that cross-functional work experience benefits both the individual employee and the company as a whole.