The talent function is one of the fastest evolving functions in businesses today. Bringing an abundance of workforce insights, talent development knowledge, and cultural awareness to the table, the impact of HR in organizational success has evolved from peripheral to pivotal.
Many leaders think of coaching as giving “feedback” without realizing that feedback is only one of several coaching skills. Feedback in and of itself doesn’t account for the kind of positive impact a leader can have by applying a coaching approach to managing and developing others.
The Fourth Industrial Revolution continues to take hold of the global economy, and the need for reskilling American workers has never been more urgent. Roles in the workplace are shifting dramatically, as new technology both eliminates and creates new jobs. According to the World Economic Forum, “75 million jobs are expected to be displaced by 2022 in 20 major economies. At the same time, technological advances and new ways of working could also create 133 million new roles.”
In a recent survey, BPI group talked with 13 global companies across nine industries (from $200 million to $50 billion in revenues) to determine their approaches to the delivery of human capital management services. The study sought to learn about five key areas regarding HR design: value proposition, strategy and priorities, effectiveness, design criteria, and delivery model.
By Michael McGowan, BPI group