It is safe to say that most companies recognize the strategic value of customer service excellence, as it is – and probably always will be – the main driver of a company’s revenue.
At the same time, HR still struggles to secure their seat at the board room table. The reasons for this are both historical but also recent as in some companies, according to Ben Morton, HR is still seen as “pink and fluffy” and or as a traditional force, stalling innovation to keep things as they are.
The days, however, of bureaucracy and pure administration in most HR departments are over. To substantiate their relevance for the company it is time to observe and learn from what used to be the main competitor for internal resources: Marketing and Customer Relations.
Here are three ideas that you can start to implement in your HR department:
It is important to mention that data-driven and well-executed talent management plans can have major business impact. According to one expert analysis quoted by Korn Ferry, talent processes can boost employee performance by 22%, employee retention by 24%, revenue growth by 7%, and profit growth by 9%. Therefore, it is time that we develop the necessary self-confidence to be the change agents our organizations need to fuel growth and develop a thriving workforce.
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