Organizations that anticipate always succeed. These companies are frequently on the pulse of innovation, recognize market forces that impact their industries, understand thoroughly their customers' needs and provide proactive solutions to satisfy their customers. Forward-looking establishments execute with precision and excellence, and as a result dominate their industries in terms of revenues, market share and profits. These companies are the game changers and will never be forgotten. Like these companies, effective HR departments must also learn how to anticipate. HR leaders must become deeply knowledgeable of their organizations’ needs and find unique strategies to provide value for the future. In the past, the HR function was viewed as "reactive". However, considering the ever-increasing pace of business change, HR departments now must show foresight and proactivity when servicing organizational stakeholders. Building strength and capability for an anticipatory HR department is no longer an option, but a requirement in order to provide long-term, strategic value to the business.
- Discuss the importance of an anticipatory HR mindset.
- Contrast the difference between: "functioning" (i.e. executing on current business needs), "foreseeing" (i.e. uncovering future business needs) and "forecasting" (planning for future business needs).
- Review the categories of organizational needs and how best to service each category.
- Conduct an audit of the A2 Level (anticipatory and action-oriented level) of your HR department.
- Learn the four (4) steps to create an anticipatory HR team.
- Share strategies to maintain/strengthen your A2 Level over time.