HR Vision: Substance or Slogan?
The organization's reality check serves as a comprehensive assessment of its current state, encompassing various dimensions such as HR processes, capabilities, and alignment with strategic objectives. This assessment offers invaluable insights into where the HR function stands within the organization and provides a roadmap for where it aims to be in the future. It takes into account factors like the organization's adoption of technology, openness to innovative practices, capability of the Chief HR, support and perception of the CEO toward Human Capital, and stakeholder expectations.
Many thinkers and textbooks suggest that HR should articulate HR Vision and Mission and make them an integral part of HR strategic planning
They signal to employees that their well-being, growth, and development are central to the organization's success. Moreover, they send a message to external stakeholders, including investors, customers, and partners, about the organization's values and priorities regarding human capital management. In essence, the output from the organization's reality check serves as a foundation for defining HR's vision and mission, ensuring that they are not just aspirational statements but actionable principles that drive meaningful change and progress within the organization. For our belief, HR vision and mission are important, but it's essential to go beyond mere formalities. They should serve as a north star for HR to manage their work while playing a crucial role in communicating the organization's commitment to its people, both internally and externally
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