Assignment task:
HR Under Pressure Falling Behind in the Race to Transform The future of work is not tomorrow. It is now, and the implications for our workforces are profound. New career paths, evolving organizational structures, and business models, analytics, and digital disruption are trends every HR professional faces. Never has the role of HR leadership been more important in making this transformation happen. Business leaders no longer need to be convinced about how important talent is. In a recent article, "The CEO's Guide to Competing Through HR,"* the authors conclude that HR needs to step out of its traditional silo and embrace a strategic role, using talent to drive value rather than just responding passively to the needs of the business. While HR leadership should be in an enviable position, in reality, it's losing the race. Their organizations are changing faster than they are, putting them even farther behind. We've devoted two findings to HR leadership. The "HR's New Role: Are They Up to the Challenge?" section identifies the evidence-based practices driving better HR performance. Here, we address the changes HR leaders are experiencing and how prepared they are to meet key workplace challenges relative to leaders in other roles.
HR in the Pressure Cooker More than 2,500 HR professionals completed the HR specific version of Global Leadership Forecast 2018, along with 25,000-plus leaders who responded to the leader version. Additionally, eight percent of the leader population was in HR, giving us another rich data source. We asked HR professionals how their jobs and attitudes have changed over the past three years (see figure at left). HR professionals reported a considerable increase for every experience or challenge. In fact, only two items rated relatively low: intention to leave current job and working across countries/culture. Most notable, by far, is the impact of digital disruption on the HR role. About 70 percent saw an increased need to improve their game in applying HR technology and analytic skills. Pressure to demonstrate financial impact, also requiring keen analytic skills, was on the rise at 56 percent. The need to become a trusted senior advisor was near the top of increases. As we saw in the section "HR's New Role," perceiving a need to change is far different than making one. One in four HR professionals are thinking more about bailing out of their organization. However, on a more positive note, two-thirds felt more engaged. The graphic at the right is based on HR leaders' responses to the leader survey. They were asked to rate how well prepared they felt for each of the seven items characterizing the ever-changing work environment (volatility, uncertainty, complexity, and ambiguity). The number depicted in the graphic represents the difference between the "very effective" responses of leaders who are in an HR role versus all other leaders. In every case, HR leaders felt less prepared than their peers in other leadership roles. These responses are concerning. The work world is experiencing considerable upheaval, yet only one in five HR leaders felt very prepared to handle the top five challenges on the graphics.
The article is above read then please gives your thoughts on question below -short one paragraph
Describe your reaction to your selected article. You can include articles you did not write about if you like. What surprised you, do you think these ideas will work? Have you seen this in your company? Do you see how you might encourage this information in your company, etc.