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Discover the power skills that will transform your company in 2025
November 10, 2023
Table of contents
What makes it possible for any organization to grow, be able to resolve conflicts, and adapt to changes, are the employees. And one of the most critical parts in the selection and retention of talent is the leader of the human resources department.
The HR department has undergone more changes in the last two years against the past decade. The fast-changing environment doesn’t allow planning in advance and demands faster and more efficient reactions. Therefore, the leaders of HR must be agile, flexible, and quickly adapt to challenges.
A Gartner’s report on the main HR priorities for 2024 showed that 53% of those responsible for this department see change management as a focus.
The same report shows that 45% of employees feel tired of many changes. This is because organizations are now learning the consequences of working during this metamorphosis.
Therefore, it’s necessary to have leaders who adopt strategies that reduce exhaustion, support employees during periods of uncertainty, and involve them in the processes rather than simply telling them what will happen.
The organizational design process results in a more effective structure of the company, improving results, empowering employees, and committing them to the company.
With this skill, an HR leader can identify faulty or dysfunctional functioning in systems, structures, and procedures, realign them with the company’s objectives, and above all, with current reality.
There are many ways to gain employees’ or collaborators’ commitment, but one of the most effective ways is active listening. A leader’s listening makes the difference when establishing effective communication, another of the skills that we will see later.
Active listening requires attention, patience, and empathy to understand what is being communicated to us, even if it is non-verbal. It’s a bridge that brings the employee and the manager closer together, making the former feel more valued, and the latter will know what those people on whom the company’s success relies think.
Within an organization, agility is adapting to the most unpredictable or accelerated changes or processes. An HR leader must know how to accurately identify the needs of employees, reduce their response time, and calibrate strategies to achieve success.
Companies’ challenge in the face of these changes is the obsolescence of specific processes, programs, and even jobs. A leader must know how to adapt to technological, social, and labor changes and, on certain occasions, unlearn some customs that interfere with progress.
We talk about vision and innovation together because they are skills that have become very important after the disruption caused by the pandemic. Furthermore, it’s necessary to have vision, to innovate
Currently, the most innovative companies manage to stay, stand out and retain the best internal talent. But, to achieve a culture of innovation, HR leaders play a fundamental role. Above all, these leaders are the ones who develop and execute the strategy while acting as an example.
Companies are changing the traditional model to one focused on collaboration, which offers autonomy to people and helps speed up decision-making. Companies are leaving behind hierarchical organization systems to adjust to a networking model or teams who can adapt better to this fast-changing environment.
People management implies helping the employee to develop and improve. A leader needs to provide his team with a climate of trust and collaboration; he needs to value his human capital and give importance to each member’s contributions. Mentoring or coaching are capacities leaders can apply to foster collaboration in their teams.
Any HR leader must be an effective communicator. Good communication means that you have to develop the ability to transmit the values and objectives of the company to your collaborators but also reach agreements that benefit the organization and its employees. In addition, leaders must be able to inspire and transmit positive ideas to the workers to prepare them for changes in the future.
Finally, according to Gartner, preparing for the future is a priority for 42% of HR leaders. Since the strategies that we have been using for decades are ineffective in the current context.
Instead of trying to predict future needs, a leader must anticipate changes, providing talent with training in soft and digital skills that enable new approaches and methods.
Now that you know the 10 skills HR leaders will need to take on the changes that 2025 and the future of work will bring, it’s time for you to discover isEazy Skills.
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Being an HR leader today goes beyond administrative human resources management. It involves acting as a change agent who drives company culture, promotes employee well-being, and designs strategies to attract, develop, and retain top talent. An HR leader must align with business objectives, understand emerging workplace trends, and foster an inclusive and collaborative environment that enhances organizational growth.
An HR leader needs both technical and interpersonal skills to effectively manage talent within an organization. Essential skills include effective communication, emotional intelligence, strategic leadership, and data-driven decision-making. Additionally, they must be equipped to manage change, support employee development and training, and promote a strong organizational culture that enhances motivation and engagement.
An HR leader plays a crucial role in digital transformation by integrating technology into talent management processes. This includes automating administrative tasks, implementing online training platforms, and using data analytics tools to make informed decisions. They must also encourage a digital mindset among employees, promoting adaptability to new technologies and work methodologies that improve productivity and efficiency.
Continuous learning is essential for HR leaders to navigate the ever-changing workplace landscape. Evolving labor regulations, talent management trends, and digitalization require HR professionals to stay up to date. Training in leadership, change management, talent analytics, and new technologies allows HR leaders to make strategic decisions and remain at the forefront of talent acquisition and retention.
An HR leader can enhance the employee experience by implementing strategies focused on well-being, professional development, and effective communication. Designing recognition programs, fostering a positive work environment, and providing growth opportunities within the company are key factors in keeping employees engaged. Additionally, active listening and continuous feedback help identify employee needs and implement actions that strengthen their commitment to the organization.
To align talent strategy with business goals, an HR leader must understand the company’s needs and objectives and develop action plans that ensure the workforce grows in the same direction. This involves identifying key competencies required for business success, designing training and development programs aligned with corporate strategy, and fostering a company culture that promotes innovation and productivity. Additionally, leveraging talent data and metrics helps assess the impact of HR initiatives and optimize processes based on results.
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