Posted: August 6th, 2023
A quote from the Boston Consulting Group’s People & Organization website page summarizes Modules 1 and 2: “Human resources has long been evolving beyond its traditional—and outdated—role as a mere processor of administrative transactions. Today, HR is usually viewed as a strategic partner to the business. The intensity of competition and the pace of change demand that the HR function fulfill this mandate. HR leaders need a clear view of their current capabilities, a set of clear priorities linked to the business strategy, and a targeted approach to improve the most urgent problem areas.”
In your first rotation, you will be reporting to the Strategic Planning principal consultant. She is developing an interactive game for client HR teams to play to develop their adaptability; specifically, to be able to envision and implement the changes required in the HR organization in order to capitalize on emerging trends and technologies.
Your assignment is to reframe one of the following trends (discussed in Human Resources TodayLinks to an external site.) as a business opportunity:
For example, “changes in workforce composition” is a trend that represents both a challenge and an opportunity. How might an organization use that to their advantage? How would you express that as a Human Resource strategy? What policies and procedures would need to be in place to support that strategy and leverage a flexible workforce? How would you avoid the typical disconnect between planning and implementation? Be specific; your recommendations must be actionable. To take it from mets expectations to exceeds expectations, cite (summarize and link to) an example of a “best practice” organization. As a perspective point, she suggests you keep the following quote from the text in mind: “The essence of management and strategy is making sense of reality: human, organizational and situational. And, more critically, to be able to act on that insight.”
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