A key finding of the Next Generation HR research was that ‘assuming the fundamentals of a good (HR) function are in place, then the biggest differentiator is the amount of insight they are able to bring to their work.’
“Insight about what? “ has been a common question asked of me, as I have talked to HR professionals during our further research into the concept of Insight-driven HR. It’s a great question that gets to the heart of the thinking behind Next Generation HR and into the territory I feel passionate about: ‘Putting sustainable performance at the heart of your purpose’.
The whole concept of HR becoming more ‘insight-driven’ is only relevant if we spend some time up front re-evaluating ‘What are we really here to do?’ ‘What is the true purpose of HR?’ And so it’s here that I often start the conversation to establish ‘insight about what?’ Consequently, once clarity of purpose is understood, organisational insight enables HR’s activities to be truly relevant, timely and impactful.
The answer to the question of purpose varies but often relates to previous challenges facing the organisation; “Right people, right place, right time” or “Making this a great place to work”. As a description of HR’s purpose, I fear these have the potential to draw boxes around the extent of influence and impact the function has and also potentially limits its right to a perspective on non-people related matters. Neither of which are good for HR – or, ultimately, the business.
We’ve therefore been advocating a re-think around purpose and challenging HR teams to broaden their thinking and become much more future-oriented - principally focussed on driving sustainable performance. If adopted as a purpose, HR’s interest in future-proofing their organisations, holding the organisation to account for decisions or behaviour impacting the long-term health of the organisation, becomes central.
Insight about what? Well, primarily insight to uncover the risks and opportunities within an organisation’s current or future strategy. Insight to create solutions for developing future-fit leaders or future-proof the organisation’s culture. These are the activities which, if underpinned by insight, will make a significant contribution to driving the sustainable performance of the organisation.
Sophie IrelandStrategy, Insights and Solution Adviser, CIPD
For more information about Insight-driven HR, look out for the forthcoming report to be published this April in time for CIPD’s HRD conference
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