MODULE: STRATEGIC HUMAN RESOURCE MANAGEMENT

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Research sh

By fill Barth

Octaber $18.2023$

Strategic organizations rely on a culture built around data, according to leading industry analyst Stacey Harris. HR leaders, in particular, need to anchor their work in data, as they are increasingly looked to as strategic partners, according to the results of the highly anticipated HR Systems Survey.

Conducted by Sapient Insights Group, the research includes feedback from $5,000-$plus HR professionals$-$who represent organizations that encompass $25$ milion workers. Harris, the firm's chief research officer, presented findings to a keynote audience at the $2023$ HR Technology Conference. $"$We are looking at data year over year to understand what's changi

Strategic human resources and HR data

Harris emphasized that $"$HR is the strategic arm" that will help business leaders understand how workforce decisions influence the organization on all levels. She differentiates between strategic" HR groups$-$those that broaden their focus from transactional or compliancecentered deliverables$-$and those that provide value to the C $-$suite and contribute to overall outcomes. "Our business partners are recognizing the work we are doing," said Harris, indicating a $15\%$ increase in HR teams viewed as strategic organizational contributors The top functions provided by successful strateqic human resources teams include adaptable change management, data$-$centered workforce planning. time managemert, skills management and transformational leave management, according to Harris. Strategic HR is also twice as likely to adhere to a technology ethics code of conduct compared to what she cals a "low crodibility' HR dopeatrment

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Strategic HR teams are no longer asking for the proverbial seat at the table, according to Harris. She says they demonstrate value in conversations with business leaders by using data to "hold up a mirror" in front of executive colleagues. Less strategic human resource Sapient Insights Group. $q,$ budget cuts," said Harris. $\text{'}$We need to change the way we think about HR and our roles $"$ HR Systems Survey

Human resources leaders positioned to fill a strategic role consull the HR Systems Survey to quantify industry investments in technology and gain insight into how these investments translate into tangible business outcomes. The report covers some of the most pressing topics for HR leaders today and explores how HR is leveraging technology for success. Here are several of the key HR data points, as presented by Harris:

Change management

Harris was fim on this point: Employees are burned out when it comes to change. "Stop doing change management and instead manage change," she said. Harris noted that budget isn't the biggest issue whien HR and the workforce are overspending on time and energy resources. Those who are adept at shepherding new systems, programs and plans will be ewarded, according to Harris: 'This is one thing that will yield double$-$digit returns on HR ech investments."

Return$-$to$-$office

The report highlighted the hot$-$button topic of return$-$to$-$office issues, revealing an increase in bybrid workplaces. Harris warned the audience that top talent will seek out organizations that offer flexibility. And despite news headlines, the data showed that "not everyone is making the full return to the office," with in$-$office work only increasing by an average of $9\%$ from $2022$ to $2023$

HR tech spending

Study respondents reported an overall $11\%$ decine in plans to increase HR tech spending, with mid$-$market organizations witnessing the deepest cuts. Enterprise organizations with a longer procurement horizon aren't displaying significant declines yet, but Harris predicted

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this will eventually occur.

Skills management

Harris cautioned attendees that they should be prepared to do the "hard work" of buiding a skills taxonomy that can demonstrate a return on investment. "Start with business questions and learn how to validate skills' based on those needs, she said. One area that Harris highlighted is$,$ in fact, skills in the field of HR technology. She said that $54\%$ of professionals in this role have less than three years of experience. $"$We are retraining an entire workforce in this space," she said.

Artificial intelligence

As the role of technology in HR continues to evolve, understanding the potential impact of Al and intelligent platform innovations is crucial for staying competit ve as a strategic HR leader according to Harris. For those who feel behind in this area, she advised that the best preparation is to understand the ethics and position oneself to provide answers to executives. The report indicated that low$-$crediblity HR functions are $70\%$ more likely to have no strategy for us