We as humans are sometimes so indulged in fighting away our immediate needs that we forget to plan for future and then the chaos sets in. To an extent, this holds true for businesses companies. An organization needs a long-term plan in order to ensure a proficient and skilled workforce for future.
To maintain stability and certainty of events it is recommended that at least one person should be dedicated to planning and analytics, but sadly, there are many organizations with over 1,000 human resource executives but lacking far behind on the planning front. The road to building a tough workforce for future isn’t that complex, you just need to adopt these good habits and results will show the change.
Use Quantifiable Metrics
Having a solid strategic insight into the workflow will let HR team take beneficial measures within the given timeframe. It will allow them to quantify each person’s productivity and plan their working development strategy accordingly. A study with Oxford Economics shows that currently just 39% of the total organizations rely on quantifiable measures to ascertain the growth rate and future prospects while 42% still have no clue how to use the meaningful data available to them in an effective way.
Get Along With New Concepts
One of the major examples of getting along with new concepts is the evolution of the digital technology in the last one decade. New generation expects to access the same data from mobiles, application and other digital means, therefore, in order to incorporate, organizations need to expand their digital experience for better and accessible leadership. To build a workforce for tomorrow, it is crucial to accommodate new work habits as soon as it can be done.
Diversity is one the biggest challenges in an Organization. When a large number of people work together it gets difficult to indulge with the people who are different that you are, be it in color, creed, gender, age, nationality or even a city. Diversity is a tough transformation but is essential for the stability in the organization. With compliance of various Backgrounds, beliefs and thoughts that firm welcomes new thoughts and working styles. By taking its benefit, managers can promote creativity and build an efficient work plan for future.
Separate Learning from Teaching
Yes you are spending all the efforts on the training of your personnel but, are they learning? Formalizing training provide no doubt help in the growth of your human resource but including informal learning concepts like peer mentoring , social networking and video content sharing will give a push to the creativity and nurture the talent continuously.
Make 5-year Plans
The talent managers should develop a 5-year development plan for the workforce to ensure that the personnel are capable enough at any point of time to meet the needs of the business. The plans need to be assimilated with the latest technology and also involve timely feedbacks for the employees.
Think long, think about how things would be after a span of few years. Who will replace the baby boomers when they will retire and how the work will be allocated? In this case, a good succession plan will cut the ambiguity and pave the way for the managers to take decisions in future.
The business world has changed tremendously in past 30 years and is still on an evolving spree, to catch up with the changes, a workforce that is ready to mingle with these changes is what required, prior to anything else.