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The role of human resources in leadership development

The role of human resources in leadership development in organizations is not a new topic, although its importance has grown exponentially in recent decades.

While a growing body of research shows that leadership drives the performance, health, and effectiveness of organizations, ensuring successful leadership is no easy task.

In a world as volatile as the one we live in today, it is very difficult to make decisions without having a high percentage of risk, which makes the task of new leaders difficult.

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That is why the role of human resources is essential. Since, the function of Human Resources is to help the organization achieve its objectives by attracting the best people and motivating them to perform at their best. 

To fulfill this mission, human resources must first focus on leadership development. This focus on developing effective and dynamic leadership provides the opportunity for HR. HR from being just administrative and functional departments to being proactive business partners who really make a difference within organizations.

Then…

In this blog we tell you some questions that you must take into account to establish the role of human resources in the development of leadership in your organization

1. Defining what effective leadership is as part of the role of human resources in leadership development

Human Resources must define what effective leadership means within its specific organizational context. And it must aim to create a standardized model of leadership in all the regions in which the company operates.

This can include a set of behavioral indicators that set clear expectations and provide a common language about leadership within the organization.

This definition of good leadership can also make it clear that leadership is not the sole responsibility of executives, but can be found throughout the organization.

Standardization will ensure that leaders from different regions have a consistent leadership language to effectively communicate with each other. Therefore, they will be able to take advantage of the skills and experiences of others.

However, the leadership model must be flexible enough to allow leaders from different regions to make adjustments based on cultural differences.

Different regulatory and economic environments, available talent and other factors that can influence the way business is conducted in that region.

2. Develop leadership skills

Another major problem with leadership is that people often rise to leadership roles. But they don't receive the support and development they need to effectively fulfill their responsibilities as a leader.

Human Resources can address this leadership skills deficit by creating a leadership development program. In which the skills of people who already have leadership roles are developed, as well as future leaders of the organization.

However, for these leadership development programs to achieve sustained change in the organization's leadership. They must have a long-term focus that not only builds skills but also develops the individual leadership identity within each leader.

This means that an in-depth approach including mentoring, coaching and support over an extended period of time will be required to ensure success.

3. Creating systems, processes, and policies that support effective leadership as part of HR's role in leadership development

Learning and development is just one of many systems that support effective leadership within organizations.

Human resources needs to use processes like recruiting, promotions, and performance appraisal to embed positive leadership throughout the organization.

For example, recruitment and promotion systems can ensure that only those employees with the potential to be leaders fill positions that involve leading others.

Those who are more technically inclined, but do not have the social skills necessary to become an effective leader. They may receive more technically inclined career paths within the organization, but still maintain overall employee morale and job satisfaction. 

4. Internal, external and cultural alignment of the leadership model as part of the role of human resources in leadership development

Finally, it must be ensured that the organization's leadership model is fully aligned with other internal processes in the human resources area, the strategy and general objectives and the culture.

For internal alignment it means that the organization's leadership model should be designed in a way that supports the organization's rewards program, talent management strategy, etc.

To ensure external alignment, HR must review the organization's strategy and ensure that the leadership model works in concert with that strategy to ensure the organization's long-term success.

Ultimately, the organization's leadership model should complement and add to the culture that the organization desires for its employees, customers, recruits, and stakeholders.

In conclusion…

When the human resources department is successful in developing a strong leadership model, the results can be very positive.

This area becomes critical to ensuring the future of an efficiently functioning workforce and a healthy organization.

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