In the age of digitalization, the human resources (HR) function is no longer limited to the traditional aspects of recruitment, payroll management or employee benefits. At Glasford International Canada, we see our successful customers using effective, integrated HR information systems. Today, these systems and analytical skills are transforming the HR function, making it more strategic, data-driven and better aligned with overall performance objectives.
HR information systems: levers for data-driven decisions
HRIS modernize talent management and facilitate access to crucial data for informed decision-making. These essential tools enable the centralization and analysis of critical data, from talent management to workforce planning and learning path optimization. By integrating them, HR directors can go beyond the simple monitoring of basic indicators. Thanks to these systems, HR directors can :
Accelerate decision-making: by accessing data in real time, HR managers can quickly identify performance trends and proactively adjust their strategies.
Optimize recruitment and retention: by integrating matching algorithms and predictive analytics, HRIS facilitate the search for ideal talent and increase retention rates.
Improve employee engagement and satisfaction: HRIS enable finer analysis of employee career paths and feedback, creating more attractive working environments aligned with their expectations.
Performance management: an imperative for modern HR
In a business context where competitiveness is based on measurable results, performance management is becoming a core competency of the HR function. It requires advanced project management and performance communication skills, enabling HR data to be translated into strategic information for senior management. HR VPs must now be equipped to implement and manage performance management programs that rely on digital tools and advanced analytical methods. HR VPs thus become central players in overall performance, measuring and adjusting organizational efforts to match business requirements.
The importance of project management skills for HR VPs
To navigate this era of transformation, companies are now looking for HR directors with project management and data analysis skills, capable of driving HR initiatives in line with organizational performance expectations. This transformation is also accompanied by greater collaboration with other departments, notably finance, to better align human resources with the company's strategic vision.
Finally, today's HR function is moving away from purely administrative tasks towards a more strategic and analytical dimension. This represents a unique opportunity to gain a clearer vision of the impact of talent management on business results. HR VPs need to master HRIS, analytical and project management skills to drive this transformation and position HR as a lever for sustainable, measurable growth.
Today's HR VP has become a data scientist, playing a key role in business development, and his or her analytical expertise and ability to communicate impact are more essential than ever to organizational success.
Sources :
Diard, C., Baudoin, E. et Berthet, S. (2024) . 8. Transformations de la fonction RH. Aide-mémoire - Ressources humaines - 4e éd. ( p. 268 -319 ). Dunod. https://shs.cairn.info/aide-memoire-ressources-humaines-4e-ed--9782100865598-page-268?lang=fr.
Gril, E. Comment la fonction RH se transforme-t-elle? https://www.revuegestion.ca/comment-la-fonction-rh-se-transforme-t-elle
https://www.hbrfrance.fr/management/entre-incertitude-et-gestion-des-risques-le-nouveau-role-de-la-fonction-rh-60724
https://www.hbrfrance.fr/chroniques-experts/2014/01/1069-le-drh-daujourdhui-futur-p-dg-de-demain/
