The ways in which we work are changing, and the same can be said for people teams – more proactive and integrated arms of HR that aim to create happier employees and healthier businesses. For the future of HR to remain bright, their evolution is essential.
Consider team structures
It helps to think of team structures within context. After all, evolution truly occurs when you build a model to suit your company, and change it when circumstances demand. This could require teams built with an emphasis on hiring, relocation, onboarding or other factors, but it must be tailored. Strike the right balance between structuring and restructuring. Consider a year to 18 months at most to prevent “change weariness” in your team.
Form workplace teams
The pandemic has altered how we view the traditional office. People teams – indeed, any teams – have to think about how to adapt when not everyone is in one location.
For a company to scale successfully, teams and employees being able to successfully work together must be part of its culture. A workplace team focuses on end-to-end experiences for the best working environments, IT technology and tooling. Think of it as having a mix of IT, office management and property skillsets.
The workplace team concept can serve as a catalyst for HR evolution, because its role is to consider how teams need to evolve in the “new normal”.
Less administration, more expertise
Unnecessary volumes of admin work can often get in the way of potential, and the capacity of people teams to help attract, develop and retain top talent. That’s why implementing effective HR software is crucial, helping you make time and room for more strategic, data-driven and meaningful initiatives than can unlock your business’s productive potential.
The first step is finding a solution that not only digitises your processes but grows with your company and plays into its success.
By Ross Seychell, chief people officer at Personio, Europe’s most valuable HR tech company