18.
What breakthroughs are screaming to be made in HR today?
19.
The idea of
“community”
needs to be explored
and exploited.
— Jason Morga, PHR
20.
Robust case
management
and issue tracking.
21.
Until we break
free from
the paper file and
forms mentality, we
won’t have the time
or energy to be more
strategic.
— Clio Knowles, GPHR
There is progress to be made on the data
analytics side. — Jeff Borg, PHR
22.
Employers are beginning to really hone their corporate governance
strategies and own what is happening at the corporate HQ level.
Duty of care for employees, compliance with local laws, compliance with
the FCPA — all of these come into play with multinationals realizing that it
may not be prudent to allow their global subsidiaries to operate completely
autonomously. This leads to a need for the U.S. team to understand
evidence-based practices worldwide to influence the strategy on a local
country, regional and global basis. — Nik Lewer, GPHR
— David Lindberg, SPHR
23.
Plan for what the trends are becoming and get ahead of the game!
— Sheena Arb, PHR
24.
I would solidify the connection between strong strategic HR
and positive company culture and success in business. Over the
past years, there were many who believed that HR could successfully be
managed from centralized HR centers or, in some cases, other continents
from the business’ primary location. This mentality disconnects the
business from HR and could ultimately isolate a company’s most valuable
asset … people. For a company to be successful, HR must be connected
to the business and become a trusted business partner to help deliver on
business results. — Rob Rector, PHR
27.
Get each HR employee to kill the mindset of generalists and processing clerks.
We have a lot to offer, but we must have selfconfidence, know our stuff and then sell it.
— Chris Maslin, SPHR
If you could wave a magic wand and transform
HR today, what would you do?
25.
Change the name … first impression is
everything, right? HR is so archaic; we
need a makeover!
— Katie Spisak Barongan, SPHR
26.
Let’s be more proactive in selecting and
developing inspiring leaders who are
not just technically competent but also have the
emotional intelligence, passion and desire to lead
people. — Mandy Eaton, SPHR
28.
I would go back and erase the negative perceptions of HR from the
past. I think HR’s role has always been that of “hiring/firing” or
“policy enforcement.” This has left much of the workforce to still associate
HR roles with only those things. I think wiping away that past would more
easily let some HR leaders to become business partners more quickly in
today’s environment. — J. Nic Lane, SPHR
29.
I would automate more so employers have more time to provide the
human touch. — Candice Barnwell, PHR
OUR CONTRIBUTORS
Bahaa J. Abboud, MSc, SPHR, PMP, organization
development director, Tamer Group
Kumar Abhimanyu, GPHR, manager, Corporate
HR, Reliance Industries Limited
Sheena Arb, PHR, Human Resources director,
AMC, LLC
Laura Asaftei, PHR, admi