A recent survey of over 800 members of the Achievers community identified the top 10 perspectives that are defining the new HR professional.

1. HR’s role is
changing

2. the new
HR professional is

4. A SAVVY AND SMART
BUSINESS STRATEGIST

5. COMFORTABLE WITH
NEW TECHNOLOGY

6. FOCUSED ON DATA
DRIVEN RESULTS

7. WILLING AND OPEN
TO TRY NEW THINGS[1]

8. So, now we know
what they do

9. but...

10. what does the
new HR
professional
think?

11. We surveyed
800of our members

12. and got their
perspectives
top 10

13. this is what we found

14. 1
They careabout
helping people
further their careers

15. want to contribute at
the individual level, not
just organizationally.[2]
78%

16. 2
They want to be
recognized

17. feel that being recognized
for their hard work makes
their careers feel meaningful.
81%

18. 3
They care about
advancing
their careers

19. HRrequires
skills&expertise
Companies should build professional,
technical, and managerial development
strategies to help HR professionals add
skills to their repertoires.[3]

20. 4
They significantly
impact the needs of the organization

21. HRhelpsthe
businessfunction
by acting as a “talent producer,”
developing and supporting talent
on a regular basis.[4]

22. 5
They have an effect on
company culture

23. Buildingarobust
corporateculture
with strong employee engagement
sets companies apart.

24. 6
Their contributions drive
business objectives

25. HRisinaposition
to get a full perspective of the whole
business, including internal factors as
well as external business conditions.[5]

26. 7
They are a forcefor
economic recovery

27. With the increased use of temporary and
contract workers, HR is actively engaged
in the growth of talent for companies.[7]

28. 8
They have challenges to
overcome

29. believe they have a budget
that’s too small to work with.
56%
$
$

30. feel there’s no way to measure
the program’s effectiveness.
50%

31. have low employee
participation.40%

32. are unable to find a meaningful
recognition program.
36%36%

33. feel like they don’t have time
to recognize employees.
33%

34. but still...

35. 9
They are optimistic

36. Beingseenasan
employerof choice
in their industry and community also
helps raise spirits, especially when those
companies are major contributors to
middle-class jobs.

37. 10
They are hungryfor best practices and
professional insights

38. HRknowsthat
its own skill development will be critical
as technology and specialties change.

39. The bottom line...

40. ...a business-savvy HR pro
can have a big impact!

41. Download our white paper to see how you
can redefine your HR team and become a
strategic power player.
DOWNLOAD NOW
Redefining the HR Professional
HR professionals know their role is changing in the workplace. They are offering more
critical workforce information and helping to ensure that companies have the talent
they need to carry out their strategies for the future. HR professionals are becoming
savvy business strategists, highly skilled in modern talent management and employee
engagement approaches, aware of and comfortable with technology, data-driven, and
willing to try new things.1
Through a recent survey of over 800 members of the Achievers community, we are bringing
perceptions among HR professions about their role in the workplace and how they will be
changing the way we think about talent and business.
1
Bersin, Josh. Predictions for 2013: Corporate Talent, Leadership and HR — Nexus of Global Forces Drives New Models for Talent. Bersin by Deloitte.
2013. To view this complimentary report, visit http://www.bersin.com/Practice/Detail.aspx?docid=16164&mode=search&p=Talent-Management
HR PRO
THE REDEFINED
HR PRO
THE REDEFINED
Meet Your Strategic Power Player
Achievers’ Take:
Employee Success starts with
recognition. As HR becomes a strategic
power player, focusing on Employee
Success will be in line
professional motivations
with business objectives.

42. STAY CONNECTED WITH US!

43. 1. Bersin, Josh. Predictions for 2013: Corporate Talent, Leadership
and HR — Nexus of Global Forces Drives New Models for Talent.
Bersin by Deloitte. 2013. To view this complimentary report, visit
http://www.bersin.com/Practice/Detail.aspx?docid=16164&mode=search&p=Talent-Management
2. Ibid.
3. Ibid.
4. Ibid.
5. Ibid.
6. KPMG. Rethinking Human Resources in a Changing World. 2012.
http://www.kpmg.com/global/en/issuesandinsights/articlespublications/hr-transformations-survey/
pages/default.aspx
7. Ibid.