What a great conference!
It’s amazing to think that it’s been less than two weeks since the HRWest conference in Oakland, California.
Kudos to Greg Morton, CEO, and the entire staff at NCHRA for hosting a world-class, three day event in the most innovative place on earth. I’m looking forward to experiencing future HRWest events as they are taken on the road to places like Washington, Nevada, Arizona, and beyond!
In case you missed our presentation on Innovative Leadership Tools for Driving Business Strategy, you can browse the slide pack here and download the hand out here.
And what a wonderful experience it was this year to connect with old friends and make new friends, sharing ideas and exploring exciting new concepts!
In reflecting on the lessons that I took with me from this year’s HRWest event, I wanted to share a few of them with you that speak to strategic HR practices:
Lesson #1: HR as a dynamic and proactive driver of business performance.
Instead creating roadblocks and limitations, human resources should be actively engaged in expanding business potential and driving profitability.
For example, we heard multiple stories about PTO policies being removed, performance reviews being eliminated, and many other traditional HR practices being stripped out – all happening alongside an emerging cultural fluency that is expanding within, and across, companies and industries, thus inviting businesses to adopt best practices regardless of the origin. These were common themes that we heard at the keynote, and in the many presentations throughout the event.
Lesson #2: The more technology in your HR organization the better.
Why more technology? Well, the power of technology can be distilled down to two primary drivers within the context of strategic human resources:
First, technology is being used to make HR operations more efficient, effective, and scalable. When strategic HR groups utilize technology in this fashion to create efficiencies and scalability, it truly does allow us to become business partners and to concentrate our efforts on the practices that will more strongly position the business within the market and the customers that are served.
And remember that the power of technology is not, I repeat not, just in automated processes.
Instead, the greater power of technology is the access it gives us to data and the ability to make informed decisions in a proactive manner. It’s power is also in the ability to facilitate meaningful dialogue and communication between individuals across vast geographies and also cross-culturally.
The second powerful aspect of technology is the new generation of employees simply prefers to interact and communicate with technology.
We heard this time and time again throughout different presentations and casual conversations , and even in the way that information was shared and exchanged throughout the course of the event – and how will be shared in the future!
So my invitation to you is to embrace technology as you would an inspiring mentor for communication. Expand the reach of your organization beyond traditional boundaries and uplift the culture of your team, Take this amazing opportunity to embrace technology to create networks well beyond the limitations that we’ve experienced in the past!
Lesson #3: The challenges of the HR function are durable across industries, companies, years.
What do I mean by “durable”? Simply put, the challenge of being strategic will be one you face many times, over and over again, and across all industries.
Throughout life, we are encouraged to continue to grow and expand to reach our fullest potential. Whether in business or in life, it’s too easy to become comfortable in a roll or in your current position.
My challenge to you is to be defined by your vision, to continually seek ways to learn and to grow, and to surround yourself with people who inspire you and whom you inspire in return!
If you are new to HR, learn as much as you can, as early as you can, and it will serve you in subsequent assignments. Remember, that the skills of the HR are interchangeable even beyond HR. Continue to seize opportunities to grow your career and expand your learning into different organizations and sub-functions within human resources!
What other strategic HR practices would you like to learn more about? Please share in the comments section below or connect with us at info@pendolinogroup.com.
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