www.hrmonline.com.au Open in urlscan Pro
141.193.213.11  Public Scan

Submitted URL: https://bb9449ec290e4e969186be967bacda05.svc.dynamics.com/t/t/FMbCbtbsVHdl5fURUZAmyETDvp18xty22zDOVWMps1Mx/ovmTgV01MfFk7whAmG7i4DXtxvxxYQiwMxAWHRR7yCEx?ta...
Effective URL: https://www.hrmonline.com.au/section/strategic-hr/reactive-to-proactive-hr/
Submission: On June 18 via manual from AU — Scanned from AU

Form analysis 8 forms found in the DOM

GET https://www.hrmonline.com.au/

<form role="search" method="get" class="search-form" action="https://www.hrmonline.com.au/">
  <label>
    <span class="screen-reader-text">Search for:</span>
    <input type="text" class="search-field" placeholder="Search …" value="" name="s" title="Search for:">
  </label>
  <input type="submit" class="search-submit" value="Search">
</form>

GET https://www.hrmonline.com.au/

<form role="search" method="get" class="search-form" action="https://www.hrmonline.com.au/">
  <label>
    <span class="screen-reader-text">Search for:</span>
    <input type="text" class="search-field" placeholder="Search …" value="" name="s" title="Search for:">
  </label>
  <input type="submit" class="search-submit" value="Search">
</form>

GET https://www.hrmonline.com.au/

<form role="search" method="get" class="search-form" action="https://www.hrmonline.com.au/">
  <label>
    <span class="screen-reader-text">Search for:</span>
    <input type="text" class="search-field" placeholder="Search …" value="" name="s" title="Search for:">
  </label>
  <input type="submit" class="search-submit" value="Search">
</form>

POST https://www.hrmonline.com.au/wp-admin/admin-ajax.php?action=wpdAddSubscription

<form action="https://www.hrmonline.com.au/wp-admin/admin-ajax.php?action=wpdAddSubscription" method="post" id="wpdiscuz-subscribe-form">
  <div class="wpdiscuz-subscribe-form-intro">Notify me of </div>
  <div class="wpdiscuz-subscribe-form-option" style="width:40%;">
    <select class="wpdiscuz_select" name="wpdiscuzSubscriptionType">
      <option value="post">new follow-up comments</option>
      <option value="all_comment">new replies to my comments</option>
    </select>
  </div>
  <div class="wpdiscuz-item wpdiscuz-subscribe-form-email">
    <input class="email" type="email" name="wpdiscuzSubscriptionEmail" required="required" value="" placeholder="Email">
  </div>
  <div class="wpdiscuz-subscribe-form-button">
    <input id="wpdiscuz_subscription_button" class="wpd-prim-button wpd_not_clicked" type="submit" value="›" name="wpdiscuz_subscription_button">
  </div>
  <input type="hidden" id="wpdiscuz_subscribe_form_nonce" name="wpdiscuz_subscribe_form_nonce" value="a71af21f06"><input type="hidden" name="_wp_http_referer" value="/section/strategic-hr/reactive-to-proactive-hr/">
</form>

POST

<form method="post" enctype="multipart/form-data" data-uploading="false" class="wpd_comm_form wpd_main_comm_form">
  <div class="wpd-field-comment">
    <div class="wpdiscuz-item wc-field-textarea">
      <div class="wpdiscuz-textarea-wrap wpd-txt">
        <div class="wpd-avatar">
          <img alt="guest" src="https://secure.gravatar.com/avatar/?s=56&amp;d=https%3A%2F%2Fwww.hrmonline.com.au%2Fwp-content%2Fthemes%2Fhrmonlinenew%2Fimages%2FAvatar.jpg&amp;r=pg"
            srcset="https://secure.gravatar.com/avatar/?s=112&amp;d=https%3A%2F%2Fwww.hrmonline.com.au%2Fwp-content%2Fthemes%2Fhrmonlinenew%2Fimages%2FAvatar.jpg&amp;r=pg 2x" class="avatar avatar-56 photo avatar-default" height="56" width="56"
            loading="lazy" decoding="async">
        </div>
        <div class="wpd-textarea-wrap">
          <div id="wpd-editor-char-counter-0_0" class="wpd-editor-char-counter">100000</div>
          <label style="display: none;" for="wc-textarea-0_0">Label</label>
          <textarea id="wc-textarea-0_0" pattern=".{1,100000}" maxlength="100000" placeholder="Be the First to Comment!" aria-label="Be the First to Comment!" name="wc_comment" class="wc_comment wpd-field"></textarea>
        </div>
        <div class="wpd-editor-buttons-right">
        </div>
      </div>
    </div>
  </div>
  <div class="wpd-form-foot" style="display:none;">
    <div class="wpdiscuz-textarea-foot">
      <div class="wpdiscuz-button-actions"></div>
    </div>
    <div class="wpd-form-row">
      <div class="wpd-form-col-left">
        <div class="wpdiscuz-item wc_name-wrapper wpd-has-icon">
          <div class="wpd-field-icon"><i class="fas fa-user"></i></div>
          <input id="wc_name-0_0" value="" required="required" aria-required="true" class="wc_name wpd-field" type="text" name="wc_name" placeholder="Name*" maxlength="50" pattern=".{3,50}" title="">
          <label for="wc_name-0_0" class="wpdlb">Name*</label>
        </div>
      </div>
      <div class="wpd-form-col-right">
        <div class="wpdiscuz-item wc_email-wrapper wpd-has-icon">
          <div class="wpd-field-icon"><i class="fas fa-at"></i></div>
          <input id="wc_email-0_0" value="" required="required" aria-required="true" class="wc_email wpd-field" type="email" name="wc_email" placeholder="Email*">
          <label for="wc_email-0_0" class="wpdlb">Email*</label>
        </div>
        <div class="wpd-field-captcha wpdiscuz-item">
          <div class="wpdiscuz-recaptcha" id="wpdiscuz-recaptcha-0_0" style="transform: scale(0.9);">
            <div style="width: 304px; height: 78px;">
              <div><iframe title="reCAPTCHA" width="304" height="78" role="presentation" name="a-c11amvi10i6d" frameborder="0" scrolling="no"
                  sandbox="allow-forms allow-popups allow-same-origin allow-scripts allow-top-navigation allow-modals allow-popups-to-escape-sandbox allow-storage-access-by-user-activation"
                  src="https://www.google.com/recaptcha/api2/anchor?ar=1&amp;k=6Leje2McAAAAAE2Igf4RNK23xtSDjbNDRmP22-QR&amp;co=aHR0cHM6Ly93d3cuaHJtb25saW5lLmNvbS5hdTo0NDM.&amp;hl=en&amp;v=TqxSU0dsOd2Q9IbI7CpFnJLD&amp;theme=light&amp;size=normal&amp;cb=vsfvc9tpqnsn"></iframe>
              </div><textarea id="g-recaptcha-response" name="g-recaptcha-response" class="g-recaptcha-response"
                style="width: 250px; height: 40px; border: 1px solid rgb(193, 193, 193); margin: 10px 25px; padding: 0px; resize: none; display: none;"></textarea>
            </div><iframe style="display: none;"></iframe>
          </div>
          <input id="wpdiscuz-recaptcha-field-0_0" type="hidden" name="wc_captcha" value="" required="required" aria-required="true" class="wpdiscuz_reset">
          <div class="clearfix"></div>
        </div>
        <div class="wc-field-submit">
          <input id="wpd-field-submit-0_0" class="wc_comm_submit wpd_not_clicked wpd-prim-button" type="submit" name="submit" value="Post Comment">
        </div>
      </div>
      <div class="clearfix"></div>
    </div>
  </div>
  <input type="hidden" class="wpdiscuz_unique_id" value="0_0" name="wpdiscuz_unique_id">
  <p style="display: none;"><input type="hidden" id="akismet_comment_nonce" name="akismet_comment_nonce" value="9d2c239b80"></p>
  <p style="display: none !important;" class="akismet-fields-container" data-prefix="ak_"><label>Δ<textarea name="ak_hp_textarea" cols="45" rows="8" maxlength="100"></textarea></label><input type="hidden" id="ak_js_3" name="ak_js"
      value="1718752426553">
    <script>
      document.getElementById("ak_js_3").setAttribute("value", (new Date()).getTime());
    </script>
  </p>
</form>

POST

<form method="post" enctype="multipart/form-data" data-uploading="false" class="wpd_comm_form wpd-secondary-form-wrapper">
  <div class="wpd-field-comment">
    <div class="wpdiscuz-item wc-field-textarea">
      <div class="wpdiscuz-textarea-wrap wpd-txt">
        <div class="wpd-avatar">
          <img alt="guest" src="https://secure.gravatar.com/avatar/?s=56&amp;d=https%3A%2F%2Fwww.hrmonline.com.au%2Fwp-content%2Fthemes%2Fhrmonlinenew%2Fimages%2FAvatar.jpg&amp;r=pg"
            srcset="https://secure.gravatar.com/avatar/?s=112&amp;d=https%3A%2F%2Fwww.hrmonline.com.au%2Fwp-content%2Fthemes%2Fhrmonlinenew%2Fimages%2FAvatar.jpg&amp;r=pg 2x" class="avatar avatar-56 photo avatar-default" height="56" width="56"
            loading="lazy" decoding="async">
        </div>
        <div class="wpd-textarea-wrap">
          <div id="wpd-editor-char-counter-wpdiscuzuniqueid" class="wpd-editor-char-counter">10000</div>
          <label style="display: none;" for="wc-textarea-wpdiscuzuniqueid">Label</label>
          <textarea id="wc-textarea-wpdiscuzuniqueid" pattern=".{1,10000}" maxlength="10000" placeholder="Join the discussion" aria-label="Join the discussion" name="wc_comment" class="wc_comment wpd-field"></textarea>
        </div>
        <div class="wpd-editor-buttons-right">
        </div>
      </div>
    </div>
  </div>
  <div class="wpd-form-foot" style="display:none;">
    <div class="wpdiscuz-textarea-foot">
      <div class="wpdiscuz-button-actions"></div>
    </div>
    <div class="wpd-form-row">
      <div class="wpd-form-col-left" style="width: 45%;">
        <div class="wpdiscuz-item wc_name-wrapper wpd-has-icon">
          <div class="wpd-field-icon"><i class="fas fa-user"></i></div>
          <input id="wc_name-wpdiscuzuniqueid" value="" required="required" aria-required="true" class="wc_name wpd-field" type="text" name="wc_name" placeholder="Name*" maxlength="50" pattern=".{3,50}" title="">
          <label for="wc_name-wpdiscuzuniqueid" class="wpdlb">Name*</label>
        </div>
      </div>
      <div class="wpd-form-col-right" style="width: 55%;">
        <div class="wpdiscuz-item wc_email-wrapper wpd-has-icon">
          <div class="wpd-field-icon"><i class="fas fa-at"></i></div>
          <input id="wc_email-wpdiscuzuniqueid" value="" required="required" aria-required="true" class="wc_email wpd-field" type="email" name="wc_email" placeholder="Email*">
          <label for="wc_email-wpdiscuzuniqueid" class="wpdlb">Email*</label>
        </div>
        <div class="wpd-field-captcha wpdiscuz-item">
          <div class="wpdiscuz-recaptcha" id="wpdiscuz-recaptcha-wpdiscuzuniqueid" style="transform-origin: right 0px; transform: scale(0.8);"></div>
          <input id="wpdiscuz-recaptcha-field-wpdiscuzuniqueid" type="hidden" name="wc_captcha" value="" required="required" aria-required="true" class="wpdiscuz_reset">
          <div class="clearfix"></div>
        </div>
        <div class="wc-field-submit">
          <input id="wpd-field-submit-wpdiscuzuniqueid" class="wc_comm_submit wpd_not_clicked wpd-prim-button" type="submit" name="submit" value="Post Comment">
        </div>
      </div>
      <div class="clearfix"></div>
    </div>
  </div>
  <input type="hidden" class="wpdiscuz_unique_id" value="wpdiscuzuniqueid" name="wpdiscuz_unique_id">
  <p style="display: none;"><input type="hidden" id="akismet_comment_nonce" name="akismet_comment_nonce" value="9d2c239b80"></p>
  <p style="display: none !important;" class="akismet-fields-container" data-prefix="ak_"><label>Δ<textarea name="ak_hp_textarea" cols="45" rows="8" maxlength="100"></textarea></label><input type="hidden" id="ak_js_4" name="ak_js"
      value="1718752426553">
    <script>
      document.getElementById("ak_js_4").setAttribute("value", (new Date()).getTime());
    </script>
  </p>
</form>

GET https://www.hrmonline.com.au/

<form role="search" method="get" class="search-form" action="https://www.hrmonline.com.au/">
  <label>
    <span class="screen-reader-text">Search for:</span>
    <input type="text" class="search-field" placeholder="Search …" value="" name="s" title="Search for:">
  </label>
  <input type="submit" class="search-submit" value="Search">
</form>

<form data-template-id="7ac241e6-5c03-4bf6-9b9b-ea3c200ff4df" data-container="true" style="null">
  <style>
    form {
      font-family: Segoe UI;
    }

    form .lp-form-fieldInput {
      box-sizing: border-box;
      -moz-box-sizing: border-box;
      -webkit-box-sizing: border-box;
    }

    form div.lp-form-field {
      word-wrap: break-word;
      word-break: break-word;
    }

    form div.lp-radioButtonsContainer {
      width: 50%;
    }

    form span.lp-radioButton input {
      width: 18px;
      height: 18px;
      margin-right: 8px;
      margin-top: 3px;
      border-radius: 50%;
    }

    form div.marketing-customfield input[type="checkbox"],
    form div.marketing-field input[type="checkbox"],
    form div.marketing-subscription-list input {
      width: 20px;
      height: 20px;
      margin-right: 8px;
      margin-top: 3px;
    }

    form span.lp-checkboxListItem,
    form span.lp-radioButton {
      /* This rule is needed to style all radio button fields. For product constraints each option is defined as input and label wrapped into a span*/
      display: block;
      margin: 2px;
    }

    form *[data-layout="true"] {
      margin: 0 auto;
      max-width:
        /* @layout-max-width */
        600px
        /* @layout-max-width */
      ;
    }

    form input {
      border-radius: 3px;
      border: 1px solid #333333;
      height: 35px;
      margin-top: 8px;
      text-indent: 10px;
      width: 100%;
    }

    form select {
      border-radius: 3px;
      border: 1px solid #333333;
      height: 35px;
      margin-top: 8px;
      text-indent: 10px;
      width: 100%;
    }

    form textarea {
      border-radius: 3px;
      border: 1px solid #333333;
      margin-bottom: 8px;
      margin-top: 8px;
      height: 120px;
      overflow: auto;
      width: 100%;
    }

    form label {
      margin: 0px;
      font-size: 14px;
    }

    form button[type="submit"],
    form div[data-editorblocktype="SubmitButtonBlock"] button {
      font-size: 18px;
      border-radius: 3px;
      height: 40px;
      overflow: hidden;
      text-overflow: ellipsis;
      vertical-align: bottom;
      color: white;
      background-color: #2266E3;
      border: 1px solid #2266E3;
      width: 100%;
      padding: 0;
    }

    form button[type="reset"],
    form div[data-editorblocktype="ResetButtonBlock"] button {
      font-size: 18px;
      border-radius: 3px;
      height: 40px;
      overflow: hidden;
      text-overflow: ellipsis;
      vertical-align: bottom;
      color: #323130;
      border: 1px solid #8A8886;
      width: 100%;
      padding: 0;
    }

    form button[type="submit"],
    form button[type="reset"],
    form div[data-editorblocktype="SubmitButtonBlock"],
    form div[data-editorblocktype="ResetButtonBlock"] {
      margin: 0 auto;
    }

    form .columnContainer h2 {
      font-size: 16px;
    }

    ::-webkit-input-placeholder,
    ::-moz-placeholder,
    ::-ms-input-placeholder ::placeholder {
      font-size: 16px;
    }

    form .columnContainer h1 {
      font-size: 26px;
    }

    @media only screen and (max-width: 768px) {
      form .columnContainer {
        width: 100% !important;
      }
    }
  </style>
  <div data-layout="true" tabindex="0">
    <div data-section="true" class="emptyContainer">
      <div style="
            display: flex;
            width: 100%;
        ;flex-wrap: wrap;">
        <div style="clear:both;"></div>
        <div data-container="true" class="columnContainer" data-container-width="100"
          style="display: block; min-height: 0px; min-width: 0px; width: calc(100% - 0px); box-sizing: border-box; padding: 10px; float: left;  word-wrap: break-word; word-break: break-word; word-wrap: break-word; word-break: break-word;">
          <div data-editorblocktype="Text" style="font-size: 20px; font-weight: bold;">
            <p>Subscribe to HRM Online</p>
          </div>
        </div>
        <div style="clear:both;"></div>
      </div>
    </div>
    <div data-section="true">
      <div style="display: flex;flex-wrap: wrap;">
        <div style="clear:both;"></div>
        <div data-container="true" class="columnContainer" data-container-width="50"
          style="display: block; min-height: 0px; min-width: 0px; width: calc(50% - 0px); box-sizing: border-box; padding: 10px; float: left;  word-wrap: break-word; word-break: break-word; word-wrap: break-word; word-break: break-word;">
          <div data-editorblocktype="Field-text">
            <div class="marketing-field">
              <div class="lp-form-field">
                <label class="lp-ellipsis" for="3f746946-34b4-442c-a677-e232cdd2bc40" title="" style=" font-weight: bold;">First name</label>
                <span class="lp-required" style="color: rgb(255, 0, 0);">*</span>
                <input class="lp-form-fieldInput" id="3f746946-34b4-442c-a677-e232cdd2bc40" name="3f746946-34b4-442c-a677-e232cdd2bc40" placeholder="Enter your first name" required="required" style="width:100%" title="" type="text" pattern=".*\S+.*"
                  aria-required="true">
              </div>
            </div>
          </div>
        </div>
        <div data-container="true" class="columnContainer" data-container-width="50"
          style="display: block; min-height: 0px; min-width: 0px; width: calc(50% - 0px); box-sizing: border-box; padding: 10px; float: left;  word-wrap: break-word; word-break: break-word; word-wrap: break-word; word-break: break-word;">
          <div data-editorblocktype="Field-text">
            <div class="marketing-field">
              <div class="lp-form-field">
                <label class="lp-ellipsis" for="e1dfc514-f301-4cb2-855a-4c8fa8331207" title="" style=" font-weight: bold;">Last name</label>
                <span class="lp-required" style="color: rgb(255, 0, 0)">*</span>
                <input class="lp-form-fieldInput" id="e1dfc514-f301-4cb2-855a-4c8fa8331207" name="e1dfc514-f301-4cb2-855a-4c8fa8331207" placeholder="Enter your last name" required="required" style="width:100%" title="" type="text" pattern=".*\S+.*"
                  aria-required="true">
              </div>
            </div>
          </div>
        </div>
        <div style="clear:both;"></div>
      </div>
    </div>
    <div data-section="true">
      <div style="display: flex;flex-wrap: wrap;">
        <div style="clear:both;"></div>
        <div data-container="true" class="columnContainer" data-container-width="100"
          style="display: block; min-height: 0px; min-width: 0px; width: calc(100% - 0px); box-sizing: border-box; padding: 10px; float: left;  word-wrap: break-word; word-break: break-word; word-wrap: break-word; word-break: break-word;">
          <div data-editorblocktype="Field-email">
            <div class="marketing-field">
              <div class="lp-form-field">
                <label class="lp-ellipsis" for="7f685ebb-7c54-4cff-a1bc-772562d25c38" title="" style=" font-weight: bold;">Email</label>
                <span class="lp-required" style="color: rgb(255, 0, 0)">*</span>
                <input class="lp-form-fieldInput" id="7f685ebb-7c54-4cff-a1bc-772562d25c38" name="7f685ebb-7c54-4cff-a1bc-772562d25c38" placeholder="Enter your email" required="required" style="width:100%"
                  title="Please enter a valid email address like example@email.com" type="email"
                  pattern="[^@\s\\&quot;<>\)\(\[\]:;,.]+(([.]{1}[^@\s\\&quot;<>\)\(\[\]:;,.]+)+?|)@([^@\s\\&quot;<>\)\(\[\]\+:;,\.\-]+(((\.|\+|-|--)[^@\s\\&quot;<>\)\(\[\]+:;,.\-]+)+?|)([.][^0-9@\s\\&quot;<>\)\(\[\]+:;,.\-]+)+?)"
                  aria-required="true">
              </div>
            </div>
          </div>
        </div>
        <div style="clear:both;"></div>
      </div>
    </div>
    <div data-section="true" class="">
      <div style="
            display: flex;
            width: 100%;
        ;flex-wrap: wrap;">
        <div style="clear:both;"></div>
        <div data-container="true" class="columnContainer" data-container-width="100"
          style="display: block; min-height: 0px; min-width: 0px; width: calc(100% - 0px); box-sizing: border-box; padding: 10px; float: left;  word-wrap: break-word; word-break: break-word; word-wrap: break-word; word-break: break-word;">
          <div data-editorblocktype="SubscriptionListBlock" style="">
            <div class="marketing-subscription-list"><input class="lp-form-fieldInput" id="b2eeb22e-fb18-ec11-b6e7-002248112952" name="b2eeb22e-fb18-ec11-b6e7-002248112952" type="checkbox"><label class="lp-ellipsis"
                for="b2eeb22e-fb18-ec11-b6e7-002248112952">HRM Weekly</label></div>
          </div>
          <div data-editorblocktype="SubscriptionListBlock" style="">
            <div class="marketing-subscription-list"><input class="lp-form-fieldInput" id="9f7cd834-fb18-ec11-b6e7-002248112952" name="9f7cd834-fb18-ec11-b6e7-002248112952" type="checkbox"><label class="lp-ellipsis"
                for="9f7cd834-fb18-ec11-b6e7-002248112952">HRM AM</label></div>
          </div>
        </div>
        <div style="clear:both;"></div>
      </div>
    </div>
    <div data-section="true" class="emptyContainer">
      <div style="display: flex;flex-wrap: wrap;">
        <div style="clear:both;"></div>
        <div data-container="true" class="columnContainer" data-container-width="100"
          style="display: block; min-height: 0px; min-width: 0px; width: calc(100% - 0px); box-sizing: border-box; padding: 10px; float: left;  word-wrap: break-word; word-break: break-word; word-wrap: break-word; word-break: break-word;">
          <div data-editorblocktype="SubmitButtonBlock">
            <button type="submit" name="submit" class="lp-form-button lp-form-fieldInput">Submit</button>
          </div>
        </div>
        <div style="clear:both;"></div>
      </div>
    </div>
  </div>
</form>

Text Content

The news site of the Australian HR Institute

SUBSCRIBE

Primary Menu
 * Latest
 * Strategic HR
 * How to
 * Legal
 * Future of Work
 * Wellbeing
 * Jobs
 * About

Search for:
The news site of the Australian HR Institute
Search for:
 * Latest
 * Strategic HR
 * How to
 * Legal
 * Future of Work
 * Wellbeing
 * Jobs
 * About

The news site of the Australian HR Institute

Primary Menu
 * Latest
 * Strategic HR
 * How to
 * Legal
 * Future of Work
 * Wellbeing
 * Jobs
 * About

Search for:


SUBSCRIBE

6
Organisational enablement, Strategic HR


6 WAYS TO MOVE FROM REACTIVE TO PROACTIVE HR

By Alex Christian


--------------------------------------------------------------------------------

18 June, 2024June 18, 2024


STRUGGLING TO GET OUT OF FIRE-FIGHTING MODE? THESE TIPS CAN HELP HR WORK IN MORE
PROACTIVE WAYS WHILE ALSO REMAINING RESPONSIVE TO BUSINESS NEEDS.

HR leaders are often burdened with the everyday. Fresh organisational demands
and global crises mean they’re often forced into reactive mode. Rather than
being able to focus on leading people through change, their attention is too
often pulled into the here and now. 

This is especially the case following an ongoing four-year marathon that’s
included the pandemic, talent shortages, rising cost-of-living challenges and
widespread burnout. 

While it will always be part and parcel of HR’s job to be responsive to a
business’s needs, it’s also possible for HR practitioners to pull themselves out
of the detail and be enabled to focus on the future, when given the right tools
and resources, says Amantha Imber, organisational psychologist and founder of
behaviour change consultancy Inventium.

“It can often feel like a game of whack-a-mole and always being on the defence
across schedules, workloads, emails, calendars and team chats,” says Imber, who
is speaking at AHRI’s National Convention and Exhibition in August. 

“But we need to learn to play offence with our workdays, at both the individual
and organisational level – and change behaviours and mindsets en masse.”

“It’s a hard process,” says Imber. “You need to be clear on where you’re going,
where you hope to be, then figure out how to close that capability gap and what
long-term success looks like to your organisation.”

Here, Imber and two HR leaders share their best tips to move HR professionals
into forward-planning mode.


1. SET REALISTIC BENCHMARKS TO MAP PROGRESS

Imber says introducing metrics enables HR professionals to establish their
organisational strengths and weaknesses and track changes. 

“If you want to drive change, you first need a baseline: what’s going on right
now in the organisation? A starting point allows you to measure progress.”

Key, though, is using metrics that are actionable.

“Many organisations come up with so many initiatives, yet struggle to put in
place reliable metrics that measure impact,” says Imber. “For example, a client
of ours established a goal around disability representation in the workforce.
That’s great, but also almost impossible to track in that it’s not mandatory for
employees to [disclose] a disability.”

Instead, metrics should be “diagnostic”, she says. They should flag areas for
improvement, leading to a clear pathway in which people leaders have actionable
recommendations based on results.

This is the approach Christina King FCPHR, Chief People Officer at Cornerstone
Medical Recruitment, has adopted.

“We’ve created metrics that flow down and connect with teams, so we know what we
need to focus on, while connecting back to the ultimate organisational goals,”
she says. “Metrics are crucial – the data doesn’t lie. For people leaders, that
means being able to demonstrate in a quantitative and qualitative sense, the
bottom-line impact on the organisation.” 

> “We need to learn to play offence with our workdays, at both the individual
> and organisational level – and change behaviours and mindsets en masse.” –
> Amantha Imber, organisational psychologist and founder, Inventium


2. ELIMINATE ADMINISTRATIVE BURDENS WITH AI TO CREATE MORE TIME FOR PROACTIVE HR

The advent of generative AI, and automation more broadly, may free up schedules
so teams have more opportunities to look beyond tomorrow.

“We’re already seeing some organisations delegate some repetitive tasks to
generative AI, automating the mundane tasks to free up time for more creative
thinking,” says Imber. 

However, organisational pressures mean HR is sometimes left out when it comes to
experimenting with new technology.

“HR teams often spend time trying to build capability across their organisation,
but forget about themselves. The top people teams are able to invest in their
own development, and improve their own productivity, so they can free up time
for more strategic problem-solving. That’s where AI comes in: creating huge
productivity gains for the repetitive, less valued work often given to HR.”

Some tech-savvy people leaders are using AI today – and already reaping the
rewards. For example, Justine Cooper FCPHR, Vice President Human Resources,
Pacific Zone at Schneider Electric, uses her company chatbot for content
creation.

“Alongside automating processes, AI can be used to draft items such as strategy
days and HR policies,” says Cooper. 

“It’s an exciting tool that frees up so much time. I’ve used chatbot suggestions
as first drafts, then written prompts that incorporate organisational values and
fine-tuned the language.” 


3. SEGMENT YOUR TIME BY IMPORTANCE RATHER THAN URGENCY 

Cooper read The Seven Habits of Highly Effective People, by Stephen Covey, early
in her career and still draws on its insights today.

“I apply the ‘Important vs Urgent’ time matrix in planning my daily list of
activities. This tool helps you move from urgency to where the real importance
lies, meaning you can become more intentional with your time,” she says.  

“Being proactive, and beginning with the end in mind, helps anchor me in terms
of the impact I can make, which I think through on an annual and quarterly basis
and sense-check on a weekly basis. Time isn’t just given to you – you have to
find a way to free it up.”



Imber’s toolkit includes meeting clean-up templates (in which leaders sift
through their calendars and identify which calls don’t meet short and long-term
goals) and ‘recurring irritant lists’ for regular, tedious and often
self-inflicted tasks.

There can also be ‘zombie hunts’, she says, where half-dead products, services
and processes that drain time and resources are eliminated. This can enable
leaders to work smarter, rather than harder.


4. MOVE WITH A RATIONAL, SYSTEMS-DRIVEN APPROACH 

Some of the best people leaders adopt a scientific attitude, says Imber.  They
come up with a hypothesis, measure data against it, then iterate insights within
frameworks supported by systems and processes. This helps HR teams become more
strategic and forward-focused, rather than just tackling issues as they arrive
in the in-tray.

“From my organisational psychologist background, I see everything through the
lens of scientific method, such as using data to measure progress,” she says.
“When HR professionals do that, they can measure behaviour – rather than just
intentions – and take actions based on metrics.”

King’s team extract data from their HRIS and payroll, which automatically
generates month-end reports. They also use a company calendar integrating
upcoming events, such as budget planning and quarterly reviews, and established
an innovation committee that focuses on finding marginal gains.


5. GET COMFORTABLE SAYING ‘NO’

Imber says many of her clients include people leaders who are natural
strategists, innovators and holistic thinkers. Where they often come unstuck,
though, is taking on too much work.

“Before the pandemic, there were clearer boundaries around which sort of
problems fell inside the organisation’s remit, and therefore HR. Today, many
people leaders are unclear of their roles. Some are almost acting like
therapists for direct reports when that’s not their job.”

If HR leaders want to focus on the future of work, they sometimes have to
politely decline present-day challenges. King says this can be done in a way
that protects workloads and time, without harming relationships. 

“It’s a learned skill. Many of us in HR feel guilty: carving out two hours for
strategic planning while an employee has an issue can feel hard. I’ve learned to
go with ‘yes, if’. That means you can say yes to a piece of work, but it will
come at a cost to something else. That way, you won’t feel as conflicted and can
still manage to demonstrate flexibility.”

Proactive HR leaders also find time in their schedules for deep thinking. 

Every Monday, Cooper blocks out the first hour of her morning to reflect on her
organisation’s big-picture IMPACT values: inclusion, mastery, purpose, action,
curiosity and teamwork.

“As people leaders building a directional vision, anchoring plans and goals to
help inspire our teams and build momentum, making interventions that create time
for us to reflect is critical,” she says. 

> “Being proactive, and beginning with the end in mind, helps anchor me in terms
> of the impact I can make. Time isn’t just given to you – you have to find a
> way to free it up.” – Justine Cooper FCPHR, Vice President Human Resources,
> Pacific Zone at Schneider Electric


6. THINK OUTSIDE THE BOX WHEN PLANNING FOR THE FUTURE

The hope is that by slowly shifting towards a longer-term strategy, people
leaders will be better equipped to deal with the challenges of tomorrow, today. 

“In the best organisations, HR teams are able to push boundaries and challenge
norms and lean into innovation,” says Imber. 

“They’re able to look at the bigger picture, question what the future of work
looks like and prepare for the trends shaping their industry, then build the
workplace culture and skills for the next five years.”

The potential benefits stretch far beyond HR teams, though. They extend to the
people they lead.

“The workplaces I’ve seen with forward-looking people leaders are often more
exciting, inspirational and motivating places to work,” says Imber. 

“There’s just an energy about the place. People are excited to come to work,
they’re engaged. They have a deeper sense of meaning in what they’re doing.” 

--------------------------------------------------------------------------------

Hear more from Amantha Imber and Justine Cooper FCPHR at AHRI’s National
Convention and Exhibition in Melbourne from 20-22 August. Secure your ticket
today.

--------------------------------------------------------------------------------

 

TAGS : future planning, strategic HR





More on HRM
Organisational enablement
6 ways to move from reactive to proactive HR
18 June, 2024 6 minute read
How to's
3 key skills your team needs to build a data-driven HR function
11 June, 2024 4 minute read
Organisational enablement
Employers say 20 per cent of workers are not proficient in their roles, finds
AHRI research
13 May, 2024 5 minute read

HOW TO
How to's
3 key skills your team needs to build a data-driven HR function
11 June, 2024 4 minute read
How to's
Designing a fit-for-purpose career development system
22 May, 2024 4 minute read
Culture Leadership
7 questions to make your coaching sessions more impactful
10 May, 2024 5 minute read

Sorry, no posts matched your criteria.
Organisational enablement, Strategic HR


6 WAYS TO MOVE FROM REACTIVE TO PROACTIVE HR

By Alex Christian


--------------------------------------------------------------------------------

18 June, 2024June 18, 2024


STRUGGLING TO GET OUT OF FIRE-FIGHTING MODE? THESE TIPS CAN HELP HR WORK IN MORE
PROACTIVE WAYS WHILE ALSO REMAINING RESPONSIVE TO BUSINESS NEEDS.

HR leaders are often burdened with the everyday. Fresh organisational demands
and global crises mean they’re often forced into reactive mode. Rather than
being able to focus on leading people through change, their attention is too
often pulled into the here and now. 

This is especially the case following an ongoing four-year marathon that’s
included the pandemic, talent shortages, rising cost-of-living challenges and
widespread burnout. 

While it will always be part and parcel of HR’s job to be responsive to a
business’s needs, it’s also possible for HR practitioners to pull themselves out
of the detail and be enabled to focus on the future, when given the right tools
and resources, says Amantha Imber, organisational psychologist and founder of
behaviour change consultancy Inventium.

“It can often feel like a game of whack-a-mole and always being on the defence
across schedules, workloads, emails, calendars and team chats,” says Imber, who
is speaking at AHRI’s National Convention and Exhibition in August. 

“But we need to learn to play offence with our workdays, at both the individual
and organisational level – and change behaviours and mindsets en masse.”

“It’s a hard process,” says Imber. “You need to be clear on where you’re going,
where you hope to be, then figure out how to close that capability gap and what
long-term success looks like to your organisation.”

Here, Imber and two HR leaders share their best tips to move HR professionals
into forward-planning mode.


1. SET REALISTIC BENCHMARKS TO MAP PROGRESS

Imber says introducing metrics enables HR professionals to establish their
organisational strengths and weaknesses and track changes. 

“If you want to drive change, you first need a baseline: what’s going on right
now in the organisation? A starting point allows you to measure progress.”

Key, though, is using metrics that are actionable.

“Many organisations come up with so many initiatives, yet struggle to put in
place reliable metrics that measure impact,” says Imber. “For example, a client
of ours established a goal around disability representation in the workforce.
That’s great, but also almost impossible to track in that it’s not mandatory for
employees to [disclose] a disability.”

Instead, metrics should be “diagnostic”, she says. They should flag areas for
improvement, leading to a clear pathway in which people leaders have actionable
recommendations based on results.

This is the approach Christina King FCPHR, Chief People Officer at Cornerstone
Medical Recruitment, has adopted.

“We’ve created metrics that flow down and connect with teams, so we know what we
need to focus on, while connecting back to the ultimate organisational goals,”
she says. “Metrics are crucial – the data doesn’t lie. For people leaders, that
means being able to demonstrate in a quantitative and qualitative sense, the
bottom-line impact on the organisation.” 

> “We need to learn to play offence with our workdays, at both the individual
> and organisational level – and change behaviours and mindsets en masse.” –
> Amantha Imber, organisational psychologist and founder, Inventium


2. ELIMINATE ADMINISTRATIVE BURDENS WITH AI TO CREATE MORE TIME FOR PROACTIVE HR

The advent of generative AI, and automation more broadly, may free up schedules
so teams have more opportunities to look beyond tomorrow.

“We’re already seeing some organisations delegate some repetitive tasks to
generative AI, automating the mundane tasks to free up time for more creative
thinking,” says Imber. 

However, organisational pressures mean HR is sometimes left out when it comes to
experimenting with new technology.

“HR teams often spend time trying to build capability across their organisation,
but forget about themselves. The top people teams are able to invest in their
own development, and improve their own productivity, so they can free up time
for more strategic problem-solving. That’s where AI comes in: creating huge
productivity gains for the repetitive, less valued work often given to HR.”

Some tech-savvy people leaders are using AI today – and already reaping the
rewards. For example, Justine Cooper FCPHR, Vice President Human Resources,
Pacific Zone at Schneider Electric, uses her company chatbot for content
creation.

“Alongside automating processes, AI can be used to draft items such as strategy
days and HR policies,” says Cooper. 

“It’s an exciting tool that frees up so much time. I’ve used chatbot suggestions
as first drafts, then written prompts that incorporate organisational values and
fine-tuned the language.” 


3. SEGMENT YOUR TIME BY IMPORTANCE RATHER THAN URGENCY 

Cooper read The Seven Habits of Highly Effective People, by Stephen Covey, early
in her career and still draws on its insights today.

“I apply the ‘Important vs Urgent’ time matrix in planning my daily list of
activities. This tool helps you move from urgency to where the real importance
lies, meaning you can become more intentional with your time,” she says.  

“Being proactive, and beginning with the end in mind, helps anchor me in terms
of the impact I can make, which I think through on an annual and quarterly basis
and sense-check on a weekly basis. Time isn’t just given to you – you have to
find a way to free it up.”



Imber’s toolkit includes meeting clean-up templates (in which leaders sift
through their calendars and identify which calls don’t meet short and long-term
goals) and ‘recurring irritant lists’ for regular, tedious and often
self-inflicted tasks.

There can also be ‘zombie hunts’, she says, where half-dead products, services
and processes that drain time and resources are eliminated. This can enable
leaders to work smarter, rather than harder.


4. MOVE WITH A RATIONAL, SYSTEMS-DRIVEN APPROACH 

Some of the best people leaders adopt a scientific attitude, says Imber.  They
come up with a hypothesis, measure data against it, then iterate insights within
frameworks supported by systems and processes. This helps HR teams become more
strategic and forward-focused, rather than just tackling issues as they arrive
in the in-tray.

“From my organisational psychologist background, I see everything through the
lens of scientific method, such as using data to measure progress,” she says.
“When HR professionals do that, they can measure behaviour – rather than just
intentions – and take actions based on metrics.”

King’s team extract data from their HRIS and payroll, which automatically
generates month-end reports. They also use a company calendar integrating
upcoming events, such as budget planning and quarterly reviews, and established
an innovation committee that focuses on finding marginal gains.


5. GET COMFORTABLE SAYING ‘NO’

Imber says many of her clients include people leaders who are natural
strategists, innovators and holistic thinkers. Where they often come unstuck,
though, is taking on too much work.

“Before the pandemic, there were clearer boundaries around which sort of
problems fell inside the organisation’s remit, and therefore HR. Today, many
people leaders are unclear of their roles. Some are almost acting like
therapists for direct reports when that’s not their job.”

If HR leaders want to focus on the future of work, they sometimes have to
politely decline present-day challenges. King says this can be done in a way
that protects workloads and time, without harming relationships. 

“It’s a learned skill. Many of us in HR feel guilty: carving out two hours for
strategic planning while an employee has an issue can feel hard. I’ve learned to
go with ‘yes, if’. That means you can say yes to a piece of work, but it will
come at a cost to something else. That way, you won’t feel as conflicted and can
still manage to demonstrate flexibility.”

Proactive HR leaders also find time in their schedules for deep thinking. 

Every Monday, Cooper blocks out the first hour of her morning to reflect on her
organisation’s big-picture IMPACT values: inclusion, mastery, purpose, action,
curiosity and teamwork.

“As people leaders building a directional vision, anchoring plans and goals to
help inspire our teams and build momentum, making interventions that create time
for us to reflect is critical,” she says. 

> “Being proactive, and beginning with the end in mind, helps anchor me in terms
> of the impact I can make. Time isn’t just given to you – you have to find a
> way to free it up.” – Justine Cooper FCPHR, Vice President Human Resources,
> Pacific Zone at Schneider Electric


6. THINK OUTSIDE THE BOX WHEN PLANNING FOR THE FUTURE

The hope is that by slowly shifting towards a longer-term strategy, people
leaders will be better equipped to deal with the challenges of tomorrow, today. 

“In the best organisations, HR teams are able to push boundaries and challenge
norms and lean into innovation,” says Imber. 

“They’re able to look at the bigger picture, question what the future of work
looks like and prepare for the trends shaping their industry, then build the
workplace culture and skills for the next five years.”

The potential benefits stretch far beyond HR teams, though. They extend to the
people they lead.

“The workplaces I’ve seen with forward-looking people leaders are often more
exciting, inspirational and motivating places to work,” says Imber. 

“There’s just an energy about the place. People are excited to come to work,
they’re engaged. They have a deeper sense of meaning in what they’re doing.” 

--------------------------------------------------------------------------------

Hear more from Amantha Imber and Justine Cooper FCPHR at AHRI’s National
Convention and Exhibition in Melbourne from 20-22 August. Secure your ticket
today.

--------------------------------------------------------------------------------

 

TAGS : future planning, strategic HR


Subscribe to receive comments

Notify me of
new follow-up comments new replies to my comments


100000
Label


Name*

Email*






Δ

10000
Label


Name*

Email*






Δ

0 Comments


Inline Feedbacks
View all comments



Sorry, no posts matched your criteria.
More on HRM
Organisational enablement
6 ways to move from reactive to proactive HR
18 June, 2024 6 minute read
How to's
3 key skills your team needs to build a data-driven HR function
11 June, 2024 4 minute read
Organisational enablement
Employers say 20 per cent of workers are not proficient in their roles, finds
AHRI research
13 May, 2024 5 minute read
HOW TO
How to's
3 key skills your team needs to build a data-driven HR function
11 June, 2024 4 minute read
How to's
Designing a fit-for-purpose career development system
22 May, 2024 4 minute read
Culture Leadership
7 questions to make your coaching sessions more impactful
10 May, 2024 5 minute read

VIDEOS
play_circle_filled
HR strategy, planning and measurement
What makes HR analytics effective?
20 March, 2018 9,394 views
play_circle_filled
Culture and diversity
2 reasons why there aren’t more women in tech
26 February, 2018 7,172 views
play_circle_filled
AHRI Blog
Video: Recruiting top talent, and how to recruit women
13 February, 2018 5,749 views



SUBSCRIBE

SEARCH HRM
Search for:


The news site of the
Australian HR Institute

Privacy Policy | Terms & Conditions
Copyright @ Australian HR Institute


















Insert
Welcome to HRM
Want to keep up to date with the latest issues affecting HR and the business
world? Subscribe to our daily or weekly email for news and analysis that will
get you thinking in the morning.

Subscribe to HRM Online


First name *
Last name *

Email *

HRM Weekly
HRM AM

Submit









×
We use cookies to personalise content, provide social media features, and
analyse traffic. You can disable cookies at the browser level, however this can
limit your experience with our website. Accept Cookies Learn More