HR 2016 Challenges: Self-Check - Is There a Need for HR Managers?

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It appears that HR professionals are concerned about the validation of their HR knowledge and experience as we are stepping into the new year and facing 2016 HR challenges.
© AR_HRComatrix_2016HRMGap
I believe that we have moved on to acknowledging the fact that there is no turning back for HR professionals: this economy and society is calling for well-rounded HR professionals who exhibit a solid understanding of situations and people, more than ever through behavior and competencies, and not solely thru experience.


HR : Can You Make it to the Top 20?


The other good news is that HR is on the list of 100 Top Hot Jobs for 2016 and that the growth of the profession is higher than average. There is a need for HR. According to CareerBuilder, Technology, Healthcare, Marketing, Sales, and Transportation offer the most opportunities for HR managers and generalists. By the same token, HR functions become more specialized. The question is not if HR is viable as a profession but rather if HR professionals will keep in pace with the growth of the profession.

I have to admit that it came as a surprise to me that HR made it to the top 20 Career Builder list of hottest jobs for 2016. With nearly 300,000 unique job postings per month, nurses top the list with 30% (of demand) of monthly hires. Coming 20th on the list of top 100s hottest jobs, is the position of  HR Manager, with a monthly (unique) job postings of nearly 24,000 and a 23% average monthly hires, leaving a gap of over 17,000 between supply and demand. It seems that HR is in crisis: the market is in dire need for HR. One small issue: HR supply seems to be plentiful, but it does not meet the growing demand. What kind of HRM do businesses seek, and do most candidates meet the needed criteria?

Best Jobs for 2016 and the Best Cities to Find Them

CareerBuilder. “While many of these jobs are in the technology and health care sectors, there are also plenty of opportunities in areas such as marketing, sales and transportation.” - See more at: http://www.shrm.org/hrdisciplines/staffingmanagement/articles/pages/hr-manager-2016-hot-jobs-list.aspx#sthash.CevMcicW.dpuf
CareerBuilder. “While many of these jobs are in the technology and health care sectors, there are also plenty of opportunities in areas such as marketing, sales and transportation.” - See more at: http://www.shrm.org/hrdisciplines/staffingmanagement/articles/pages/hr-manager-2016-hot-jobs-list.aspx#sthash.CevMcicW.dpuf
CareerBuilder. “While many of these jobs are in the technology and health care sectors, there are also plenty of opportunities in areas such as marketing, sales and transportation.” - See more at: http://www.shrm.org/hrdisciplines/staffingmanagement/articles/pages/hr-manager-2016-hot-jobs-list.aspx#sthash.CevMcicW.dpuf
CareerBuilder. “While many of these jobs are in the technology and health care sectors, there are also plenty of opportunities in areas such as marketing, sales and transportation.” - See more at: http://www.shrm.org/hrdisciplines/staffingmanagement/articles/pages/hr-manager-2016-hot-jobs-list.aspx#sthash.CevMcicW.dpuf

What to Do to Make it to the Top 20?


The next question would be " What Does it take to make it to the top 20"? Why such a gap between supply and demand? In my latest post, I have noted that Leadership capability gap has been observed in 10 trending areas (Deloitte, 2015) putting HR on the spot with only 31% being ready in terms of human capital pipeline. Among the top 2015 - and still remaining for 2016 - challenges were:
  1.  Reinventing HR and 
  2.  HR and People analytics;
HR professionals will need to reassess themselves and address those challenges. Reinventing? HR is no longer synonymous of Administration. Embrace the new, business-oriented, strategic and analytical approach. Again, HR will be measured not only thru experience but more than ever through behavior and competencies. That is relevancy in a context of prevalence of  data, analytics, strategy, and flexibility. HR needs to understand the business, the process and be - if not become - a partner. Should we worry that "40 percent of all Chief  HR Officers are coming from functions other than HR" (Deloitte, 2015)?

Reinventing HR? Embracing analytics? A gap of 17,000? Maybe we just need to take a deep breath, step back a little, take a few days off, and resurface in full force...May the newly reinvented face of HR be with us going forward...

En Synthèse....

On va commencer la série sur les challenges RH 2016 par nous-mêmes!...



En Synthèse....

On va commencer la série sur les challenges RH 2016 par nous-mêmes!

Les RH perdent pied: 40% des CHRO viennent de fonctions autres que RH. Alors, voulons-nous donner raison à ceux qui proclament que les RH peuvent être pratiquées par n'importe qui d'autre que RH?
Hum...je dirais que c'est plus  sérieux que cela. En effet, on a de bonnes nouvelles: les RH font partie des 100 métiers les plus prisés! En fait les RH managers gagnent la 20e place! Pas mal, hein? Sauf que la différence entre l'offre et la demande reste considérable: 17.000! Alors que penser?

Force est de penser que les RH perdent pied. Ils doivent sérieusement considérer au moins deux grands challenges de 2016: 1) se réinventer - se mettre à jour, sortir de la mentalité administrative - et 2) Se mettre à jour sur l' analytique - adopter les analytiques car oui, les RH, c'est mesurable! - 

A bon entendeur... Allons, soyons Zen et que la nouvelle force RH soit avec nous désormais...



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