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Meegaan met de tijd is ook voor HR-managers cruciaal

Meegaan met de tijd is ook voor HR-managers cruciaal

 

Een innovatieve en strategische benadering van werkzaamheden wordt in internationale context steeds essentiëler. Ook op het gebied van human resource kunnen managers nog de nodige stappen zetten om hun systemen, oplossingen en ideeën met een frisse invalshoek nieuw leven in te blazen. In deze financieel onzekere tijden moeten managers immers blijven vernieuwen zodat hun organisatie de diverse crises het hoofd kan bieden. Dennis Valkema, Country Manager bij Lumesse in Nederland, bespreekt alvast vijf trends waar HR-managers voor hun eigen ontwikkeling en hun organisatie voordeel uit kunnen halen.



1. Investeer in technologie

De technologie blijft zich steeds maar weer vernieuwen en andere branches zullen met al deze ontwikkelingen mee moeten gaan, willen zij de innovatieve CRM-oplossingen kunnen bijbenen. Denk dan bijvoorbeeld aan mobile, software-as-a-service (SaaS), bring-your-own-device (BYOD) en oplossingen voor gegevensbeheer zoals data analytics tools. Het wordt voor HR-organisaties ook steeds belangrijker om solide en betrouwbare oplossingen te ontwikkelen die daadwerkelijk uitdagingen van de business kunnen aanpakken. Dit is al lang niet meer alleen iets voor IT’ers. HR-managers zullen zich moeten gaan verdiepen in de mogelijkheden van technologie en dit onderdeel maken van hun eigen werkproces. In tijden zoals deze is het creëren van IT-voordelen voor het management immers zeer belangrijk. Technologie neemt managers bovendien een hoop facilitair en administratief werk uit handen, terwijl werknemers betrokken blijven en zelf keuzes over hun werkzaamheden en de indeling van hun tijd kunnen maken.

 

2. Verbeter de werkomgeving

Een onderzoek uit 2012 over ‘global workforce’ van Towers Watson toont aan dat van de respondenten met een fulltime baan, maar 35 procent zich daadwerkelijk echt betrokken voelt bij hun werkzaamheden. Dit is alarmerend laag, maar helaas ook geen verrassend percentage. De onderzoekers geven aan dat de kwaliteit van de werkervaring veel meer afhangt van de relatie die deze werknemers hebben met hun managers, met hun vertrouwen in het topmanagement en hun capaciteit om om te gaan met werk-gerelateerde stress. Daarom zullen organisaties zich meer moeten focussen op het verbeteren van de werkomgeving. Dit kunnen managers doen door hun werknemers op ieder moment te voorzien van de juiste middelen, benodigdheden en ondersteuning. Om de verschillende taken van het personeel verder in goede banen te leiden, kunnen managers vaker werkplekken creëren die de werknemer motiveert. Als de fysieke, emotionele en sociale ervaring van de werknemer namelijk positief is, dan heeft dat ook een effectieve uitwerking op diens motivatie en productiviteit.

 

3. Omarm verandering

In de komende maanden en jaren zijn het de bedrijven die zich snel aan veranderingen en ontwikkelingen aanpassen, degenen die succesvol zijn. Dit geldt zeker ook voor HR-disciplines zoals onafhankelijk onderzoek naar agile learning onder meer dan 750 HR-leiders aantoont. Zo blijken veel grote organisaties te worstelen met het geven van actuele trainingen en het continu aanleren van nieuwe vaardigheden. Dan is het lastig om tegelijkertijd mee te gaan met alle snelle ontwikkelingen in de markt, van hun concurrentie en van hun klanten. HR-managers moeten bij zichzelf te rade gaan: ben ik in staat om direct in te spelen op veranderingen? Zijn de juiste middelen daarvoor beschikbaar? Het draait hierin om voorbereiding en zelfreflectie. Managers kunnen nog weleens vergeten dat ook zij nog genoeg van anderen en van elkaar kunnen leren.

 

4. Werken anno 2013

Van Het Nieuwe Werken (HNW) tot choose-your-own-device (CYOD); werknemers krijgen steeds meer controle over de uitvoering van hun eigen werkzaamheden. Maar dat betekent niet dat hun managers alles zomaar uit handen moeten geven. Zij zullen zich daarentegen vooral moeten richten op het blijven sturen en ontwikkelen van hun werknemers. Met name moet de zoektocht naar talent (zowel binnen als buiten de organisatie) meer prioriteit krijgen. Onderzoek van het McKinsley Global Institute waarschuwt immers dat er de komende jaren een tekort zal ontstaan aan hogeropgeleide werknemers (tekort van 40 miljoen mensen wereldwijd) en aan mensen met een diploma van het voortgezet en basisonderwijs (tekort van 45 miljoen mensen wereldwijd). Al met al betekent dit dat in 2020 95 miljoen werknemers niet meer over de juiste vaardigheden en kennis beschikken om hun werkzaamheden goed uit te voeren. Die uitspraak is wellicht wat cru. Toch moeten we als managers meer aandacht besteden aan de talenten en ‘high potentials’ in onze organisatie. Deze goede mensen wil je als bedrijf binnenhalen en behouden, zeker nu. Biedt hen dan ook betekenisvol werk, waarin hun talent volledig tot uiting komt en waarin hun potentieel benut kan worden.

 

5. HR van buiten naar binnen

HR-guru Dave Ulrich beschreef dat HR zich door een aantal stages heeft bewogen, van administratie tot het ontwikkelen van HR-beoefening zoals: beloning, successieplanning, en het leren om HR te koppelen aan business strategieën.  De volgende stap noemt Ulrich ‘HR van buiten naar binnen’. Dit houdt in dat HR-afdelingen buiten de organisaties op zoek gaan naar klanten, investeerders en gemeenschappen om te bepalen hoe succesvolle HR eruit ziet. Maar dit kan alleen als de HR-manager zich in de toekomst verschillende rollen aanmeet. Zo zullen HR-professionals zichzelf kunnen ontwikkelen tot iemand die goede stakeholderrelaties aangaat, iemand die de hele business context begrijpt en hier proactief relevante mogelijkheden uit destilleert, iemand die de organisatie helpt om te gaan met veranderingen en die de kunde bezit om innovatie aan te jagen.

 

Kortom: HR wordt meer dan de relatie tussen het management, het personeel, recruitment en de werkzaamheden. Het gaat nu ook om technologie, talentmanagement, kennisoverdracht, maar bovenal om meegaan met de tijd waarin we leven door te blijven innoveren en veranderingen hands-on aan te pakken.

 

Dennis Valkema is Country Manager bij Lumesse in Nederland. Lumesse opereert wereldwijd en biedt volledige talentmanagement-oplossingen voor grote internationale organisaties. Speerpunten van Lumesse zijn commitment, innovatie en inspiratie voor teams en individuen.


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