There are many discussions about the future of HR and the need for adaptation in the role of the HR leader. Digital concepts, automation, gamification among others, but getting back to the real needs some actions are needed first before a more robust transformation. Some thoughts and insights that would need to be seen as leverage to support these possibilities for change.

1. Be connected to the outside your window.

HR needs to understand the social, political and economic situation that impact your business. Make an effort to understand the needs and concerns of the organization’s customer and competitors.

2. Develop a strategic perspective.

Change your focus looking of the future the organization which means having a long-term strategic vision instead of having day-to-day operations. HR needs to understand their organization’s strategy and vision to contribute in a better way to achieve the organization's results.

HR needs to understand what high performance looks like to front-line leaders, mid-level and senior leaders. This helps the leader develop the competencies needed for each description, which is part of the performance management process. This also allows them to create talent development programs to ensure future success.

3. Stablish a good Communication

Strong leaders are able to communicate how their programs can strengthen the organization. In this competitive market use assertive communication involves respect for the boundaries of oneself and others. It also presumes an interest in the fulfillment of needs and wants through cooperation

3. Culture

The culture is based on the results obtained for shareholders with engaged and happy professionals in their work environment, satisfying their clients. Is create value on the organization through people. Culture isn´t copied; it must be created and shaped to be functional for the company.

HR leader should engage the leader of others to have transparency, inclusivity, adaptability, and collaboration to support the organization in the right direction.

4. Establish stretch goals for the department.

HR leaders continually look for ways to transform their organization through the best leaders and professionals, keeping pace with changes that affect the relevant industry. Ask yourself the questions: Do you have the right goals? Do you follow the trends of your business? What do you need to stop doing that doesn't add value to your business and department? What transformation do you need to start doing to add value?

5. Community

Shared values and purpose guide participation in open organizations, and these values more so than arbitrary geographical locations or hierarchical positions help determine the organization’s boundaries and conditions of participation.

Leaders mentor others and demonstrate strong accountability to the group by modeling shared values and principles.

People have a common language and work together to ensure that ideas do not get “lost in translation,” and they are comfortable sharing their knowledge and stories to further the group’s work.

Lenilton Jordão