The terms training, learning, human capital management, competency management, and employee development are terms have come in and out of favor as trends change and new buzzwords are coined. No matter what you call it, these terms are all nuances of the same issues:
- How do you provide your employees with the skills and knowledge necessary to perform their job?
- How do you keep up with the constantly changing skill and knowledge requirements as processes and practices change?
- How do you identify the best candidates for open positions and how do you close the gap between current capability and needed capability?
- How do you provide the skills and knowledge to perform jobs your employees wish to move up or over for?
- How do you provide avenues for employee development?
- How do you establish and maintain data to insure compliance with different and often overlapping regulations?
Collectively, these issues point to the need for Design Thinking when analyzing your HCM strategy as well as your software implementation. In the past, these questions have been answered using multiple management systems and with little, if any, data sharing between them. The tools available today break down the old barriers and allow you to look at your HCM strategy from a more holistic view. But that requires a different way of thinking about HCM and how it relates to what your company needs and how it wants to grow in the future. RenewHR’s HCM practice can help your company tackle these issues with consulting on the right mix of instructional delivery, access to content, secure recordkeeping, and skill and knowledge roadmapping.
We also understand that, in order for HR to move from being a necessary cost center to an integral part of corporate strategy, you have to show how your HCM processes are directly relatable to corporate strategic goals and projects. With RenewHR’s holistic approach to HCM, we can help identify the metrics that can provide meaningful data to all levels of management. We can help you discover and report on the cost savings inherent in a well-implemented HCM strategy. We can help you become an internal strategic partner by providing information about the time and process needed to bring teams up to speed on new initiatives.
However, the data and processes used for HCM can have a reach far beyond what most companies identify HCM with. HCM data can support other HR efforts such as job position description maintenance, recruiting, compensation, succession planning, and much more. HCM data can help support performance management initiatives by providing targeted training or other needed information at the right time. HCM data can help identify internal subject matter experts that can act as resources for strategic planning. Our experts can help your company leverage the information you are already managing into a strategic asset.