{"id":13860,"date":"2022-01-12T10:33:24","date_gmt":"2022-01-12T09:33:24","guid":{"rendered":"https:\/\/www.strimgroup.com\/?p=13860"},"modified":"2022-01-12T15:06:59","modified_gmt":"2022-01-12T14:06:59","slug":"swp-in-hr","status":"publish","type":"post","link":"https:\/\/www.strimgroup.com\/en\/blog\/swp-in-hr\/","title":{"rendered":"HR capabilities and strategic workforce planning"},"content":{"rendered":"

The new i4cp study “2022 Priorities & Predictions. C-Suite Perspectives from i4cp’s Boards”<\/a> summarizes a lot of familiar things on paper.<\/p>\n

With regard to CHROs, one point seems worth mentioning: Next Practices<\/strong>. i4cp defines next practices as strategies that strongly correlate to better market performance but are currently in limited use<\/strong> – typically by high-performance organizations.<\/p>\n

All five next practices address the necessary realignment and the development of new capabilities across HR; not in the company as a whole.
\nOn the one hand, in my opinion, HR has to set an example of what it expects from the organization (“walk the talk”); on the other hand, this is probably the most sustainable way to significantly improve its efficiency and effectiveness.<\/p>\n

To do this, HR must take an analytical approach; i.e. provide data-driven insights and guidance on the most important aspects; some interesting links below:<\/p>\n