A company’s ability to form, lead and nurture high-performance teams will increasingly be critical to its long-term success. This is especially true for HR in the current business landscape and the ever-present need for the function to fulfill a more strategic role. In fact, a key factor of building a highly effective HR team is acknowledging the significance of incorporating individuals who possess an unorthodox blend of skills and who originate from various disciplines; people who would not have been seen as the right fit for HR in the past.
Here are a few examples:
An anthropologist or social psychologist: People from this discipline could be valuable to HR in the sense that they have unique insight into the intricacies of social and organizational dynamics. Average HR officers cannot understand or deal with the disruption and change inherent in the business world the way an anthropologist can.
A marketing expert: This professional would be the best person to reinforce the company’s culture and brand internally. They would be the conduit for fostering a strong employment brand which is utterly essential if the organization is to have access to the best talent on the market.
A customer-centric HR operations manager: Future projections point to the importance of HR technology and how it can enable the provision of external customer service operations. Therefore, an individual with the specific know-how is needed to oversee these operations.
Social media expert: Social media will be indispensable in facilitating communications among the workforce and other interested parties. Thus, HR should have a professional who can handle social technology efficiently.
A business analyst: The future of HR is in big data and analytics which entails the necessity for an expert capable of analyzing and translating real-time data into strategic HR-related decisions.
Business leaders: Actual business insight is what HR currently lacks. On the flipside, business leaders also need to understand HR practices. This is the only way real alignment of corporate strategy and HR operations can come to pass.
HR leaders: Despite the urgency for a multi-disciplinary HR, the function will always need HR officers who possess the in-depth knowledge and expertise to manage the human capital. In the future, they will be the agents of cohesion among the divergent roles described above; the seams holding the dream team together so that the function can truly add strategic value.