The best HR leaders are curious about new ideas and perspectives and have the courage to call for change, says Sara Charvet, senior HR business partner at First West Credit Union.
To operate your company in a digitally sustainable manner, focus on building an agile workforce, collaborate with others, be disciplined in how you use technology and empower employees to solve problems, write Korn Ferry's Melissa Swift and Marc Gasperino. "HR organizations must approach digital sustainability with a strong point of view as to which gaps are most critical to address," they write.
Use employee-engagement survey data to create a plan for change by combining the information with other employee, performance and management data and determining what's causing engagement problems, writes Ian Cook. Be able to tell a story to executives that illustrates how your changes would improve the value of the business.
Start the path to long-term diversity by hiring a good diversity training partner and determining how you'll measure and build on training, writes Susana Rinderle. Be aware that diversity is about adding business value, not solely about what feels right, she writes.
It's better to be honest with employees and let them know when they're doing something wrong, says Karen Gately, an executive adviser and former HR leader at Vanguard. "An employee is not going to trust me if I only ever tell them the good news and only ever tell them what's going right," says Gately.
Professionals should seek input from managers on skills they might need in order to advance their careers next year, writes Martin Yate. Make sure to take advantage of the advice you receive, and check in informally every few months to give updates on your progress.
Artificial intelligence tools can help HR with recruitment, training, employee potential and gauging sentiments, writes Josh Bersin, founder of Bersin by Deloitte Consulting. AI does require people to monitor it and make sure information is analyzed and used properly.