By Jackie Wiles, Gartner.
Surrounded by uncertainty, HR leaders in 2020 will seek to build critical skills, bolster their leadership bench and implement organizational design and change management.
Growing the business remains the top enterprise-level business objective in 2020, closely followed by improving operational excellence, according to HR leaders responding to the Gartner 2020 Future of HR Survey. To support these enterprise ambitions, HR leaders’ top priorities in 2020 will be to:
• Build critical skills and competencies for the organization.
• Strengthen the current and future leadership bench.
• Implement organizational design and change management.
These priorities for chief human resource officers (CHROs) and other HR leaders come amid uncertainty on a range of economic, workforce, employee and environmental issues — and when digital disruption has made widespread and multidimensional uncertainty the new normal.
“HR’s priorities in 2020 reflect the urgent need to get out ahead of today’s uncertain operating conditions,” says Leah Johnson, Vice President, Advisory, Gartner. “Digital transformation has already been creating gaps in skills and straining the capabilities of leadership. Now we see that organizations also lack the expertise needed to restructure their organizations and manage the change that is washing over every organization.”
Gartner surveyed 404 HR leaders globally. Forty-nine percent of respondents lead enterprise HR and the remainder lead HR at the business-unit or subfunction level, but all respondents were broadly aligned behind the importance of these three initiatives.
Talent development is failing
As organizations increasingly tackle automation and digitalization, the skills and competencies required for success constantly change. Accordingly, 66% of CHROs and 86% of HR technology leaders say that building critical skills and competencies is a top priority for 2020 — and addressing skills gaps is considered key to growing the business.
HR executives will have to continually partner with business leaders in 2020 and beyond to maintain the proper balance of emerging, existing and legacy skill sets needed to drive the organization as it transforms and responds to disruption. Developing these skills in-house is especially important given that competition remains fierce for critical talent segments, making it difficult to find and acquire missing skills.
Publié le 15 janvier 2020