Unpredictability and volatility are relative concepts, but the landscape of a pandemic has given these terms a tangible depth and taken uncertainty to a new level—particularly in the workplace. We can view this level as a period of maximum fluidity.
As it relates to HR concerns and the Human Capital Management (HCM) domain, the foundation of unpredictability established by the COVID pandemic has made people look for more agency in their careers. They’ve also started to place a greater emphasis on their total wellbeing, even to the point of the phrase “quiet quitting” taking hold.
Today’s professionals are also reconstituting their career goals and related expectations. In many cases, colleagues, HR departments, or even managers may be unable to predict people’s goals.
In a fascinating set of findings from Mercer’s Voice Of the CHRO Study: Evolving the CHRO Role in a Rapidly Changing World, C-level HR leaders stated that the top two things they wish they’d known when they started out were:
- Greater depth in HR data analytics and insights
- Greater depth in non-HR topics (e.g., finance, operations)
Continue Reading the Full Article Here: Today’s HR Hero – A Skills and Competencies Blueprint
