高德纳(Gartner)发布《2020年最佳人力资源转型策略》

（2020年1月8日，/HRoot.com/）2020年，人力资源领导者将专注于采取具体行动，使人力资本管理更好地与企业的总体目标增长保持一致。

根据信息技术研究与顾问咨询公司高德纳（Gartner）的分析，只有9％的首席人力资源官相信他们的组织已为未来做好准备，因此人力资源行业将在新的一年中优先考虑以下五种转型策略。包括：

• 建立关键技能和能力

• 加强领导力

• 组织设计和变革管理

• 数字业务转型

• 增强员工体验

高德纳人力资源咨询顾问副总裁Leah Johnson表示：“2020年人力资源领导人的优先事项反映了各组织为了在当今不确定的条件下成功运作而需要解决的关键需求。”

人力资源领导者将如何在2020年应对变革？

1.确保员工具备未来所需的技能

据高德纳的一项研究显示，近一半（46％）的人力资源领导者表示，他们的员工缺少现在和未来几年推动业务绩效增长所需的关键技能。据称，公司正在努力提高员工熟练掌握自动化和数字化技术的技能。

高德纳分析师建议：“为确保员工具备所需的技能，人力资源主管应与业务主管合作，以了解并保持新兴、现有和传统技能的适当平衡。”

“人力资源部门还需要与业务管理人员合作，以向员工展示他们如何通过发展需求技能来实现个人成长，并将员工与现有职务以外的技能培养机会联系起来。”

2.不断增长的需求使领导者获得成功

高德纳表示，尽管近年来领导者的责任和期望“迅速增长”，但据报道，许多领导者“装备不足，无法担当起角色的需求”。

据调查，45％的人力资源主管面临着发展中层管理人员的挑战。另一方面，超过三分之一的公司缺乏有效的高级领导。因此，需要改进的领域之一就是领导力发展。

高德纳分析师建议：“为了培养强大的领导者，人力资源部门应该采用一种‘互补型领导’模型，该模型可以使领导者与伙伴一起共同承担基于互补性技能集的责任。这些领导者的伙伴关系使每位领导者都能专注于核心技能，发展所需技能并在关键领域发挥领导作用。”

据高德纳的数据显示，遵循“互补型领导”策略的领导者团队绩效增长了60％。

3.通过组织设计和变革管理使工作更轻松

根据高德纳的研究，平均而言，有57%的员工在日常工作中遇到“重大障碍”，而这些障碍通常是由于员工没有充分准备而造成的。

2019年，员工平均经历了12次组织变革，从重组和执行领导过渡到较小但仍具有影响力的变革，例如分配新经理、团队或项目。

高德纳分析师建议遵循“开源变革方法”，在这种方法中，人力资源主管应聘请合适的员工作为决策或变革管理过程的积极参与者。

高德纳表示，与“传统的自上而下的方法进行变革”相比，让员工参与变革过程可将员工的倦怠几率降低50％。

4.缩小人才差距以推动数字业务转型

在过去的几年中，“数字化转”型已成为人力资源行业的流行语，但有43%的人力资源负责人承认其组织缺乏清晰、一致的战略。35％的受访者表示需要合适的人才推动变革。

面临这些挑战，高德纳建议人力资源主管率先拥抱变革。变革策略包括：

成为数字业务方面专家：与领导者协作以实现数字化目标，并确保它们与组织的战略保持一致。

利用人才流程：追踪员工技能，以开发和完善组织的数字计划并防止执行盲点。

提供职能支持：激励人力资源团队为数字业务转型做出有意义的贡献，并积极审查人力资源战略，与不断变化的需求和员工及企业领导者的期望保持一致。

5.通过员工经验投资获得更高的回报

企业一直在寻找提高员工体验的方法。然而，高德纳的数据显示，将近一半的员工（46％）仍然表示对工作失去兴趣。

高德纳建议：“为了提高员工体验的满意度，组织不仅需要专注于对员工体验的投资，还应着重塑造员工对此的态度。

如果人力资源领导者花时间向员工传达真正的关怀信息，可能会使员工感到更满意并忠于组织。

Top HR transformation strategies for 2020

(Jan.8, 2020, /hrtechnologynews.com/)Forget the buzzwords that cloud your idea of digital transformation.

In 2020, HR leaders will be focusing on concrete action that aligns human capital management better with the overall goal of the business: growth.

With only 9% of CHROs confident their organization is ready for the future, the HR industry is set to prioritize five transformation strategies in the new year, according to analysts from Gartner. These include:

• Building critical skills and competencies

• Strengthening the leadership bench

• Organizational design and change management

• Digital business transformation

• Enhancing employee experience

“HR leaders’ priorities for 2020 reflect the critical needs that organizations need to tackle in order to successfully operate in today’s uncertain conditions,” said Leah Johnson, vice president of advisory in the Gartner HR practice.

How will HR leaders embrace change in 2020?

1. Ensure the workforce has the skills needed for the future

Nearly half of HR leaders (46%) report their workforce is missing critical skills needed in driving business performance now and in the years to come, a Gartner study revealed. Companies are purportedly struggling to upskill workers who are well-versed in automation and digitalization.

“To ensure employees have needed skills, HR leaders should partner with business leaders to understand and maintain the proper balance of emerging, existing and legacy skill sets,” analysts recommend.

“HR will also need to work with managers in order to demonstrate to employees how they will grow personally by developing in-demand skills and to connect employees to skill-building opportunities beyond their existing roles.”

2. Equip leaders for success with ever-expanding demands

While the responsibilities and expectations of leaders have “expanded rapidly” in recent years, many are reportedly “ill-equipped to take on their expanded roles,” Gartner says.

HR leaders (45%) face the challenge of developing midlevel managers. On the other hand, more than a third of companies lack effective senior leaders. One area for improvement is thus leadership development.

“To cultivate a strong leadership bench, HR should look to a ‘complementary leadership’ model that partners leaders together to share responsibilities based on complementary skill sets,” analysts recommend. “These leader partnerships allow each leader to specialize in core skills, develop needed skills and lead in critical areas.”

Leaders who follow the complementary leadership strategy reportedly witness a 60% jump in their teams’ performance, data from the firm suggest.

3. Make work easier through organization design and change management

On average, nearly three in five employees (57%) encounter “significant barriers” in their everyday tasks - and these roadblocks are often brought about by disruptions which workers aren’t fully prepared for, according to research from Gartner.

In 2019, employees saw an average of 12 organizational changes - from restructuring and executive leadership transitions to smaller, yet still equally disruptive, shifts such as being assigned to a new manager, team or project.

Analysts recommend following an ‘open source change approach’ in which HR leaders enlist the help of the right employees as active participants in the decision-making or change management process.

Getting employees involved reportedly decreases the chances of burnout among workers by 50%, compared with introducing change through a “traditional top-down approach,” Gartner says.

4. Close the talent gap to drive digital business transformation

Digital transformation has become a buzzword in HR circles in the past few years, yet more than two in five HR leaders (43%) admit their organization lacks a clear and consistent strategy for it. More than a third (35%) are also in need of the right talent to drive change.

Despite these challenges, however, Gartner recommends HR leaders be the first to embrace change. These strategies include:

Becoming experts in digital business: “Collaborate with leaders to address digital goals and ensure they are consistent with the organization’s strategy.”

Leveraging talent processes: “Track employees’ skills to develop and refine the organization’s digital plans and prevent execution blind spots.”

Delivering functional support: “Motivate HR teams to make meaningful contributions to digital business transformation and actively review HR strategies to stay consistent with the changing needs and expectations of employees and business leaders.”

5. Achieve higher returns from investments in employee experience

Businesses are constantly on the lookout for ways to enhance the employee experience. However, almost half of employees (46%) still report feeling unhappy and disengaged at work, data from Gartner shows.

“To increase employee experience satisfaction, organizations need to focus on not just investing in the employee experience but also shaping how employees feel about it,” the firm recommends.

Workers are supposedly more likely to be satisfied and remain loyal to the organization if HR leaders take time to deliver the message of genuine care to their employees.