Benefits of HR Training in Optimizing the Strategic Role of HR in the Era of Transformation

Every transformation that occurs in a company will touch every aspect starting from human resources, processes, strategies, structures, and technology. The role of HR becomes a strategic role because it is related to human resources, so it is necessary to continue upskilling and reskilling by following HR (Human Resources) training.

In the transformation process, HR has an important role to drive various initiatives in the company. For example, mapping human resource needs based on company values, creating a more flexible work environment, prioritizing strategic workforce planning, performance management, and retraining.

Based on the conference held by McKinsey virtually in May 2020, it was stated that in the next two years since the conference was held, HR practitioners will focus on strengthening agility and identity.

To support the strategic role of HR, there needs to be training for upskilling and reskilling that is intended for HR.

What is HR Training?

Business transformation will not be effective without the transformation of the HR function itself. To remain relevant and adapt to the transformation process, HR training is needed.

HR Training is a systematic process to build and develop HR professional capabilities to be able to become strategic partners of the organization, drive cultural change, support business agility, and manage employee life cycles adaptively and based on data.

In short, HR Training is a strategic tool to form HR that not only "manages employees", but moves the organization forward in facing disruption.

How are the Benefits of HR Training in Supporting HR Functions?

As a driver of change or transformation in a company, HR needs to transform first.

The stigma attached to HR is that HR is still too often trapped in transactional tasks that are administrative in nature, so that it is less than optimal in creating real value for the organization.

An article from the Harvard Business Review in 2015 stated that talent or human resources are the three main priorities of company CEOs. However, what is unfortunate is the lack of confidence in the HR function to optimize talents.

For this reason, reskilling and upskilling are needed that combine traditional learning (training, digital courses, work aids) with non-traditional methods (peer-to-peer training, learning networks, and mass change personalization) to obtain effective and optimal results.

Properly designed HR training will maximize the function and role of HR in transformation in an organization. The following are the benefits of HR training:

1. Ensuring the Organization Lives According to Purpose and Values ​​

In order for HR to be able to ensure that all organizational activities remain in line with the company's purpose and values, they need to be equipped with a deep understanding of how to translate the concept of values ​​and goals into daily policies, procedures, and behaviors.

HR must be able to internalize these values ​​and become a role model for all employees. They also need to be skilled at measuring how far the organization has lived these values, and be able to adjust policies if there is a deviation from the direction that has been set.

2. Integrate Purpose-Driven Metrics into Compensation and Performance

To ensure that compensation and performance management systems support the organization’s culture, HR needs to have expertise in designing evaluation and reward systems that are based on behavior and contribution to the company’s mission, not just quantitative results.

This means HR must be able to establish new performance indicators that measure adherence to values, cross-team collaboration, innovation, and adaptation to change.

They also need to understand how to link the achievement of this purpose to fair and transparent financial and non-financial reward systems.

3. Build Analytics Capabilities to Manage Talent

HR needs to develop the ability to collect, process, and analyze workforce data more systematically.

This includes using data to identify recruitment success patterns, the effectiveness of development programs, predict turnover, and measure employee engagement and productivity.

With this data-driven approach, HR can make more accurate, faster, and measurable decisions in managing the employee lifecycle, ensuring that the organization has the best human resources to support the transformation.

4. Creating a Strong Employee Work Experience

HR must understand how to design and manage the employee work experience holistically, from the recruitment process, onboarding, career development, to the exit process.

The main focus is to create an employee work journey that is intuitive, personal, and relevant to the needs of the times.

HR needs to be able to map the emotional, professional, and aspirational needs of employees at every stage of their careers, and integrate continuous feedback to make improvements in a short time.

A strong employee experience will strengthen engagement and loyalty in an agile organization.

5. Creating an Iterative Approach to HR Management

In the agile context, HR needs to be able to develop a flexible and experiment-based employee management system.

This includes developing a dynamic career path, which allows employees to move between roles or projects according to the needs of the organization and personal aspirations.

The performance management system also needs to be adjusted to be lighter, with a focus on real-time feedback, continuous development, and periodic target adjustments.

HR must also encourage a fast, practical, and adaptive learning process in accordance with the development of competency needs in the field.

6. Driving Workforce Planning Based on Future Trends

HR must be able to take a strategic role in mapping long-term workforce needs, taking into account technological developments, industry disruption, and changes in worker expectations.

HR needs to be able to identify skills that will be critical in the future, map current skills gaps, and design proactive reskilling and upskilling programs.

HR must also consider the dynamics of supply and demand for workers both within the organization and in the external labor market, so that development and recruitment strategies are more precise and integrated.

7. Encourage Strong Decision Making and Employee Empowerment

To create a culture where employees dare to take the initiative and manage risks healthily, HR needs to encourage a psychologically safe work environment.

The culture that is built includes building trust, transparency, and a reward system that not only focuses on success, but also appreciates innovative efforts, even if the results are not perfect.

HR must be able to guide work unit leaders to apply a coaching mindset, open up dialogue, and encourage quick decision-making at the team level, without always having to rely on traditional authority structures.

What Kind of HR Training Needs Does Your Company Need?

Due to its increasingly strategic role in supporting business transformation and building organizational agility, the HR function is no longer sufficient to rely solely on past administrative experience.

HR must be a unit that continues to develop, renew knowledge, and hone its skills to be able to meet current and future company expectations.

The question now is, what kind of HR training does your company need the most?

Is it strengthening analytical capabilities, developing employee experience, or transformation in managing talent based on agile principles? Or is it holistic training?

If your team needs holistic training, Prasmul-Eli is the right choice because it offers training and certification in Human Resources Management & Development.

Let's maximize HR functions to achieve maximum business transformation impact.