February 27, 2023
In the new world of work, HR professionals face fresh challenges to bridging the gap between their relational and technical skill sets. In building and maintaining employee relationships, they must now quickly embrace new technology to maintain their momentum in terms of organizational effectiveness, lest they be left behind for lacking the technical capacity and know-how to support a modern workforce.
According to an HR Trends Report 2023 by McLean & Company, however, even among high-performing HR departments, “a proficiency gap remains between relational and technical skill sets.” The report goes on to explain how “successful HR digitization can be a differentiator between transactional HR and HR strategic business partnership.”
Cementing this strategic partnership is no easy feat. Here, we’ll discuss some of the top challenges HR departments face in 2023, and how utilizing org chart features and functionality can immediately improve organizational efficiency and promote growth.
It’s difficult to make informed strategic business decisions without a holistic and drilled-down view of your corporate structure and the ability to manipulate this data in real time. From static technology to privacy and permissions issues, even today, HR professionals face myriad barriers to successfully understanding the makeup of their organizations. Perhaps you’ve faced some of these roadblocks at your own company:
When inaccurate, incomplete, or inconsistent data goes in, incorrect decisions come out. Furthermore, poor data quality leads to reduced organizational efficiency and trust in the ability of others to gain meaningful insights into their workforce.
Whether due to technical limitations, data-security concerns, or ingrained corporate hierarchies, data silos present significant issues for both mid-size and large organizations. When departments, applications, and systems have their own data sets that aren’t integrated or accessible to the rest of the organization, getting a holistic view of the organization is difficult and resource-intensive.
A huge headache and resource drain for IT departments, integration issues arise when systems store data in different file formats and/or data structures. Security and sensitive data concerns, such as GDPR or HIPAA compliance, can also limit integration. The bottom line — when different data sources, systems, and processes can’t speak to each other, HR departments can’t strategically consolidate and analyze the information to make strategic decisions.
Slow data processing times, limited data-storage capacity, and other technical limitations can wreak havoc on organizational efficiency and performance.
Perhaps the most difficult challenge to overcome isn’t technical. An organization’s culture can promote or limit HR’s ability to understand the makeup of its workforce. If there is a lack of trust between employees and HR, it can be difficult to gather accurate and complete information. Similarly, departments with competing budgets and needs may not be willing to share siloed data with the rest of the company.
To address these challenges, organizations should look for solutions that prioritize automation and easy integration. Employing a dynamic, cloud-based org chart is a great way to start!
From the get-go, you should look for an easy-to-deploy, web-based solution that gives you options for customizing your org chart to meet the org’s needs. Smaller organizations may opt for a drag-and-drop interface or spreadsheet upload, while larger firms may choose to import data directly from their current HRIS.
Once your data is live, you’ll be able to get a full view of your entire organization and drill down to various departments and individual employees’ data without logging into multiple systems. Some immediate advantages of a dynamic org chart include:
Not sure if organizational charting software will meet all of your needs? Request a consultation with an OrgChart expert.
Whether they’re considering an acquisition or planning a reduction in force, management turns to HR to help facilitate change. To become a true, invaluable, and strategic business partner, however, innovative HR departments are doing more than executing the C-suite’s plan — they have a seat at the table crafting it. And even better news: In 2023, elevating the role of HR at your organization is easier than you think.
Building and analyzing an organization’s future state before decisions are made — this functionality isn’t always associated with org chart software. But advancements and cloud computing make it possible for HR leaders to make hypothetical changes in real time and report findings to applicable stakeholders without affecting the company’s live org chart. Some scenario planning with org chart software efficiently enables:
Learning and development opportunities have always been in HR’s purview. However, gone are the days when employees sit and watch endless videos and PowerPoint presentations. Today, technology plays a pivotal role in ensuring your employees have the knowledge and skills necessary to not just adapt, but excel, in today’s ever-changing environment.
It’s HR’s turn to be the hero. Give your workforce modern, customized learning and development offerings that they’ll want to complete. Org chart software is the perfect vehicle for planning, deploying, and automatically tracking your workforce’s skills. Here are some important steps for success:
Among HR’s most critical priorities in 2023, Diversity, Equity, and Inclusion (DEI) initiatives have top billing in 2023. The programs, policies, and practices the HR department is responsible for include:
The only way you’ll know if your organization is continuously improving is by utilizing diversity and inclusion metrics to track progress and set priorities. A robust org chart solution should offer views where you can see the makeup of your organization and departments, and even drill down across functional groups.
These metrics not only provide valuable insights for recruitment, training, and leadership development but also ensure management accountability to make DEI s priority.
Along with managing conflicts, ensuring compliance is one of the most challenging functions of HR. The ever-evolving legal landscape makes compliance time-consuming and complex. While laws and regulations vary by geography, industry, and organization, some common requirements U.S. HR departments are responsible for include:
Point-in-time reporting is a game-changer for HR in terms of efficiently and effectively tracking and reporting compliance metrics over time. This functionality takes pre-scheduled “snapshots” of org chart data — attendance, turnover, job performance, etc. — in real time, typically on a weekly or monthly basis. HR then uses this information to ensure that compliance requirements are met. Other benefits of point-in-time reporting include:
Looking for additional ways to boost organizational efficiency and empower growth? The opportunities are endless with the right org chart solution. Learn what is possible today.