Finally get that promotion? Get exclusive content, tips and tools to help you excel.
Shawn Premer shows how doing the right thing for employees leads to positive business results.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Developing next generation of leaders is top long-term priority.
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Despite agreement about the future, HR and C-suite executives don’t see eye to eye in their assessment of today’s most pressing human capital challenge. HR professionals say it’s employee engagement, while executives point to the retention of talented employees.
But both see the importance of addressing skills gaps and providing competitive benefits and compensation packages, both now and in the future. Not surprisingly, HR professionals view these issues as being more urgent than senior executives do—probably because the former are immersed in human capital issues every day. So the task for HR professionals is clear: to educate executives about the challenges on the ground level and to ensure that company leaders make those challenges priorities when developing business strategies.
The good news is that both HR pros and top executives say their organizations are pursuing processes, strategies and tactics to meet their current and future human capital needs. That’s likely why the two groups predict that some of the difficulties they are experiencing today will be more manageable tomorrow. And while business leaders seem to understand the pressure HR is under to do more with less in the aftermath of the Great Recession, both they and HR expect constrained resources to be less of an obstacle in the future.
Other top HR-related challenges identified by HR professionals include:
While these challenges are formidable, HR is well-positioned to work closely with the C-suite to overcome them. At most organizations, both HR and top executives view human resources as having more of a strategic function than it has had in the past. And they plan to keep evolving the department to become even more business-focused and measurement-driven.
Bottom line: Increasingly, HR professionals don’t think so very differently from the top leaders at their companies about the challenges they face. Maybe that’s because HR pros are successfully demonstrating the importance of human capital issues to their C-suite colleagues and maybe it’s because more of them are becoming leaders themselves.
Jen Schramm is manager of the Workforce Trends program at SHRM.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
CA Resources at Your Fingertips
SHRM’s HR Vendor Directory contains over 3,200 companies