What type of HR professional are you?

To become an effective business partner, HR teams need to develop deeper business acumen, build analytical skills to underwrite their leadership, learn to operate as performance advisors, and develop an understanding of the needs of the 21st-century workforce – Deloitte University Press

(source: Deloitte University Press)

As a HR leader, do you contribute to business strategy?

  • Find (new and creative) ways to acquire talent
  • Develop employee skills
  • Groom leaders
  • Engage employees at all levels
  • Retain good talent

Or does your job description look more like…

  • Manage recruitment administration
  • Coordinate training programs with external consultants
  • Respond to queries on existing HR policies
  • Process monthly compensation and benefits
  • Administrate the employee exit process

With the majority of HR professionals entering the function without formal training in Human Resources or Business, it’s no surprise that HR faces difficulty in advancing business growth.

How much does your company invest in developing the HR team in areas of technical HR skills, labour market and workforce knowledge, technology and business analytics? Supposing there is sufficient desire to invest resources, the next questions should be:

1. Can you devote more time to skill and strategy development if you automate administrative services?

2. Will you understand your workforce better if you engage employees and leaders at all levels?

3. Can you better support business decisions by measuring data and knowing how to analyze it?

Talenox is promptly responding to these 3 concerns. We’re speeding up routine workflow (kill redundancy, integrate information across key functions) while constantly polishing the design to be as intuitive as possible (eliminate the need for training, sustain long term company-wide user interest).

So we’ve successfully made HR sexy. Now all that’s left is to couple beauty with brains. In the pipeline are intelligent dashboards for data and sentiment analysis. With coaching and feedback taking center stage in talent development, qualitative data needs to be meaningfully analyzed alongside already established quantitative indicators.

The end goal isn’t to make business processes simpler, it’s to allow the discovery of new insights which would have been impossible otherwise without technology. And it’s about time HR received some cool new toys.

So ask yourself, what type of HR professional are you?

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