Does Your CEO See Human Resources in the Same Way You Do?
We know that HR professionals are both ambitious and talented. In fact, strategic HR is really beginning to find a place at the executive table, as more and more companies start to understand the importance of their most crucial asset: Their people.
But according to a recent article found in Raconteur, there is a huge perception gap between how HR professionals and senior executives see the Human Resources department.
Let’s take a look at the main areas where this perception gap applies. This information was gathered from a study of 1,500 HR professionals, carried out by Development Dimensions.
Human Resources is Not as Reactive as Senior Executives Believe
“Reactors” are people who comply with practices/policies, and who provide tools and systems for business needs. HR professionals definitely have the capacity to be reactive – whether that’s monitoring company compliance with employment legislation, or finding a new Human Resources Management System to streamline company processes.
According to the Development Dimensions study, however, very few HR professionals considered themselves to be “reactors” – especially when compared with how many senior executives perceived their HR department as “reactive”:
– HR Professionals Who Consider Themselves “Reactors”: 22%
– Senior Executives Who Consider Their HR Departments “Reactive”: 43%
What does this mean? Well, it means that as an HR professional, perhaps your executive board is expecting you to be a little more pro-active in being “reactive” – which could mean making more important business decisions such as finding new business tools and software for improving your organisation. Be bold!
Most HR Professionals are Not Considered to Be “Anticipators”
An “anticipator” is a person who uses data to predict talent gaps, and provide insights on talent and business goals. Human Resources professionals definitely have the capacity to be “anticipators”! As an HR professional, if you are not providing insights on talent and predicting talent gaps, then who is!? Despite this, very few HR professionals – and very few senior executives – see their HR department as “anticipative”:
– HR Professionals Who Consider Themselves “Anticipators”: 18%
– Senior Executives Who Consider Their HR Departments “Anticipative”: 20%
If you don’t consider yourself to be an “anticipator”, then maybe it’s time you took initiative and made some surprise impact on your company’s growth.
Most Senior Executives Do Not Consider HR Professionals to be HR Partners
Despite most HR professionals seeming to consider themselves neither “anticipative” nor “reactive”, a whopping 60% consider themselves to be business partners. Yes only 37% of senior executives agree with this – suggesting that there is a strong disparity in how senior executives and HR professionals understand their relationship with each other.
We think that by focusing on strategic HR initiatives that make big impact on business growth, HR professionals can easily become perceived as HR partners within their business. What are you doing to create impact within your organisation?
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