The title of the article in Perspectives(at)SMU seemed straightforward: “HR of the Future.” Then subhead added something else: “Business-minded HR practitioners are needed to take the organisation forward.”
Leadership development should be the core of competitive advantage
The company’s leaders make the choices that result in success or failure. That’s why leadership development is the core of competitive advantage. “Business minded” HR people will recognize that.
Leadership development starts with hiring the right people
The saying that “you can’t make a silk purse out of a sow’s ear” applies here. “Business minded” HR people will recognize that you need to hire potential future leaders who meet three standards.
They have a value set that matches the values and culture of your company. Otherwise you wind up hiring people who “just don’t get it” only to let them go later.
New hires should be able to do the work you need today. They have to contribute or they’re dead weight.
Every new hire should meet those two tests. Potential leaders need to meet one more. They need to have an upside and a learning mindset that will benefit from development.
Develop leaders for an uncertain future
“Business minded” HR people will recognize that there’s no way to know what the future will bring. That’s why you have to develop leaders who can deal with whatever comes. Their knowledge of the company and the industry will be important. So will the relationships they develop.
Leadership development should also help leaders develop the skills to spot challenges early and learn and adapt quickly. Whatever the future brings, it will be different than today. “Business minded” HR people will recognize that, too.
