We always talk about the future. The future of business. The future of technology. The future of customer service. The future of automation. Everything is about the future and what is next.
Within businesses and organizations, there is also a wave of innovation that stems from digital transformation. Within IT departments, marketing departments, and C-suites, leaders and employees want to take their business ideas and goals to the next level.
Human Resources and Human Capital Management teams are not too far behind on surfing this digital transformation wave.
Imagine a CHRO, or Chief Employee Experience Officer, speaking at a press conference in China in the country’s native language, with his message being seamlessly translated to a diverse audience.
Imagine another scenario in which the CHRO virtually meets with the CEO of his company and explains why exploring and deploying specific people programs is critical to driving profits.
The days are not far away when the process of recruiting, hiring, onboarding, and exiting of employees will be driven almost entirely by technology, making the role of the CHRO more strategic.
Just like a CIO bridges the gap between technology and business, a CHRO will be bridging the gap between people and business. The future will be that the movement and application of people will be the primary basis for producing the most value for companies.
CHRO will help CEOs to define the right skill sets needed for specific roles and how to add a competitive advantage by bringing in the right people.
It is very important to understand the pain areas of a business so the CHRO can work to align the right resources to address those pain areas.
In the future, CHROs will take on a bigger role in understanding the flaws within an organization and attempt to resolve them by having dynamic mobilization of resources.
The three primary responsibilities of the modern business world’s CHROS will be: predicting outcomes, diagnosing problems, and prescribing actions on the people side so value can be added to the business.
Back to the scenarios earlier.
Why is a CHRO giving a press conference? Because they know the new world of work demands always learning and a social responsibility to create jobs that add value and are valued.
Why is a CHRO talking to the boss about HR programs? Because they understand business goals and analytics and can turn HR initiatives into hard-core data.
It won’t be easy for a CHRO to gain all the skills and knowledge within a short space of time. For the CHRO who does, it will set him or her head and shoulders above their peers and make all the difference within their company.
If you want to know more about how future CHROs will function, think, and innovate, click the link below for more information.