The talent turnover within in each job industry ranges widely, yet it is no secret that the retail industry is where the highest levels of staff turnover lies.
Andrea Cartwright, Director of HR at SuperGroup has identified that there is a need to define the strategic aims of the business and work out which departments HR needs to focus their attention mainly on, and where they can afford to invest less.
Her observation comes after the launch of Hay Group‘s HR Blueprint. The concept is based on reshaping how companies are structured, managing their employees motivations and their perceptions of the organisations that employ them. HR teams that use the blueprint will be able to create a summary illustrating their current activities, and desired strategy for the organisation. They will then be able to print, save and email the final blueprint to the team or group individuals within the organisation.
In a nutshell the Blueprint has been produced to help HR evolve. Essentially the Blueprint will provide professionals a way to create a framework for future HR strategies that are intrinsically linked to business goals. The reasoning behind the launch of the Hay Group HR Blueprint is a response to six converging megatrends that are reshaping how companies nowadays are structured and managed, the jobs people do, their motivations and their perceptions of work, globalisation for example the environmental crisis and the change in technological convergence. These megatrends add pressure to a companies HR team to provide vital insights and directions to leaders and support organisations in achieving strategic goals.
This HR blueprint will enable HR professionals to go back to basics and assess where they can offer a lean service and where to invest in areas that will make a difference. A study of HR leaders showed that the majority rated the HR practices within their organisation as ‘Progressing‘ and felt more focus and investment was needed across almost all functional areas.
Richard Mills, Director of UK HR & European Talent Management, Panasonic Europe, said, “Making sense of what HR can achieve and deliver in a global organisation is complex – most HR models that help with this are far too complicated. The HR blueprint provides a simple framework that helps cut through the complexity in a structured way. This makes it very easy to engage the business in a dialogue about how HR can align with business goals, which is absolutely critical. It has helped us to see the gaps in our HR strategy, and where we need to increase, or indeed reduce, investment.”
