Skills set for HR Function will shift


Nigel Sullivan, Group HR Director of TalkTalk, UK, and a Senior HR Director for 20 years, has stated that the emphasis on HR, today, is more on change, transformation, organisational development, engagement and business partnering rather than necessarily deep functional specialism. “The business expects the traditional “personnel” HR elements to just work or be automated and the HR team to add value to the overall business objectives; attract and retain talent, be agile, engage colleagues, etc,” he says.

He said this in an interview with HR Zone, UK, an online community of HR professionals in May 2015.

Mr. Sullivan added that a lot of HR systems can be corporate and clunky and therefore HR departments must offer their people a consumer grade experience by giving people managers access to information.

“The fundamental change is that everyone has direct access to information that had previously been held by HR and that managers now have the information and tools to manage their team. It releases people management from the HR department to where it belongs, which is with line managers.”

He revealed that with the advent of the next generation Human Capital Management systems, the onus will be more on organisational development and design, transformation, change management and talent management, which will demand an even higher degree of agility from HR professionals.

“As the profession evolves, the team will be more sophisticated and operate more in line with consultancy-type skills. There will also be fewer but higher skilled people in HR as the systems take away the need for processing, and managers take on more responsibility,” he concluded.

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