2016/17 Higher Cap determinations, community engagement and trade-offs
The much anticipated Essential Services Commission (ESC) determination on the 2016-17 Higher Cap applications is now out.
Most organisations are challenged by new and increasing competition from low cost, internet-based business models that are commoditising many products and services. This is making it imperative for organisations to adapt faster and reduce costs to become more competitive.
Organisations are rethinking how they will differentiate themselves, add extra value and build sustainable business models that will weather the storm. Boards and CEOs are increasing the amount of time spent looking over the horizon and contemplating how an uncertain future will impact on the sustainability of their organisation. They are also spending additional time doing scenario planning, stress testing and contingency planning.
More and more organisations are also spending time measuring and understanding their organisational cultures and the extent to which they are fit for purpose to deliver their strategy. Many are finding that their cultures aren’t evolving fast enough to keep up with the rapid changes around them; their cultures are not sufficiently adaptable, agile, innovative and resilient and this will hold back many organisations.
So what is HR’s role in this rapidly changing business environment? What should boards and CEOs expect from HR and how can HR add extra value in such circumstances?
To help HR initiate and lead these dialogues with their executive stakeholders, AHRI’s research partner, Insync, sought the separate views of directors, CEOs, and non-HR executives (referred to collectively as “executives”) and HR professionals. The contrasting viewpoints paint a very clear picture around what executives are demanding from HR to drive their organisations forward.
Views of 821 respondents were gathered on both the importance and the performance of HR in relation to 17 HR attributes based on AHRI’s well-established Model of Excellence. This comprises 10 HR skills and behaviours – who HR professionals “are” – and seven HR areas of knowledge and capability – what HR professionals “know” and “do”.
This report highlights five tips for HR from government and business leaders:
- ANTICIPATE AND LEAD CHANGE
- LIVE AND BREATHE PROFESSIONALISM AND CREDIBILITY
- BEHAVIOURS ARE MORE VALUED THAN KNOWLEDGE
- BE MORE SELF-CRITICAL
- CHAMPION THE GENUINE CARE OF EMPLOYEES
