Revisiting Your Scorecard and Continuing Your Journey Over the past 10 weeks, we examined several critical factors needed for HR to build a strong strategic partnership with the C-Suite. As you reflect on our journey together, and as you look at the road ahead, respond to the following two prompts:

  • Having witnessed the impact of COVID-19 on the way work gets done, how can HR help organizations build workforces equipped to meet the demands of the “new normal?”
  • Referring back to your first assignment and the scorecard you completed, answer the following:
    • Where do you see the greatest opportunities in the way that HR functions in your organization?
    • Where do you see the greatest opportunities for growth in your career?
    • What do you need to do that you are not doing now to earn a seat at the table?

Post your initial response by Wednesday, midnight of your time zone, and reply to at least 2 of your classmates’ initial posts by Sunday, midnight of your time zone. 

1st person to respond to

 Theresa WoodsPosted Date: December 8, 2021, 4:41 PMStatus: Published

Having witnessed the impact of COVID-19 on the way work gets done, how can HR help organizations build workforces equipped to meet the demands of the “new normal?”

Covid-19 not only threw employers as well as employees into uncertainty regarding the everyday functions of an organization. It also resurfaced or emphasized HR’s role to people within the organization.  The vital concept regarding Covid-19 and the news spreading of the Omnicron variant here in the US is keeping in mind how an organization will continue to enable and adapt to the new work environment. Learning the new normal is the key to organizations gaining a competitive advantage for any organization.  In addition, their ability to attract and retain the right talent in this pandemic, a crucial role for HR.

Referring back to your first assignment and the scorecard you completed, answer the following:

Where do you see the greatest opportunities in the way that HR functions in your organization?

Having a culture of trust and honesty is an essential factor. In addition, it is a valid principle for any organization. When an organization works on having candor in an organization, it leads to trust. These measures are what it takes to drive an organization along with the individuals in it.  Overall remember that HR is a valuable asset to any organization.

Where do you see the greatest opportunities for growth in your career?

The significant opportunities for growth in my career are to map out my plan and be a continuous learner and multitasker to become a successful social worker.

What do you need to do that you are not doing now to earn a seat at the table?

I need to be more self-confident about taking the initiative to move up the ladder.   I know I have what it takes.  I have to learn to stop second-guessing myself.

References:

McElgunn, T. (2020, May 27). 5 ways the covid-19 crisis will transform HR’s role. HR Morning. Retrieved December 8, 2021, from https://www.hrmorning.com/articles/covid-will-transform-hr/.

2nd person to respond to

 Angela SicklerPosted Date: December 8, 2021, 9:23 PMStatus: Published

Hello Professor and  colleagues

Having witnessed the impact of COVID-19 on the way work gets done, how can HR help organizations build workforces equipped to meet the demands of the “new normal?”   COVID-19 for HR should be looked at as an all-access pass for workforce innovation. HR had moved to virtual interviews before COVID. Post COVID initial panic on HR teams, now is the time for HR to work on building an innovating culture. A culture in which life-work balance is not just the company’s latest mantra but actual practice. Helping CEOs and managers see the value of job sharing is an excellent way to help develop the “new normal for workforces.

Referring back to your first assignment and the scorecard you completed, answer the following:

Where do you see the greatest opportunities in the way that HR functions in your organization? HR’s greatest opportunity is the growth and development of the corporate team. Nurse, allied, and physician recruiters have little or no HR training or knowledge. The medical professionals recruited often leave for competitors because of the recruiters. Training or mentoring by HR could reduce the number of professionals lost to competitors.

Where do you see the greatest opportunities for growth in your career?   An area of opportunity from an HR perspective would be not to become focused on just the talent management hiring practices but to engage and look at the full impact and the value-added to the organization by the hire and the value I add by completing my task.

What do you need to do that you are not doing now to earn a seat at the table? I am not currently working for an organization with a dedicated HR or talent management team. However, when or if I return to a corporate environment. I will probably need to adjust to leading from a larger platform remember that the process is fluid and that best practices may be new.   My prior two-decade career was in project management. It only required short-term engagement and leadership to a specific group for a specified time and predetermined task. It was a controlled learning environment. HR leadership creates an engaging, earning environment that gets “every brain in the game.” (1)

Thank you

Angela 

References

  1. Jack Welch -Winning

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