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Why The Human Side of Productivity and Quality Matters to You and Me

After spending close to a year working with financial processes, I am entering the realm of human capital management (HCM) at APQC. It is an interesting transition. Whereas most process improvements assume people will be there to make them happen, HCM is all about empowering people so they can.  As I learn more about how APQC’s HCM research helps people perform and improve, I will be sharing what I learn with APQC members.

Many of you have already heard that in 2016, APQC made a strategic change in our research agenda. Based on feedback from both HR professionals and people managers, our HCM expertise area is expanding best practice research beyond the HR function to include issues that all managers of both people and process face. So that the entire membership can benefit from the new research, all content and resources found in APQC's Knowledge Base and Benchmarking Portal once available only to select memberships will now be available to all members, regardless of membership type.

APQC possesses a wealth of HCM information that is new to me and many members. To get up-to-speed, I sat down with APQC’s HCM research program manager, Elissa Tucker, to ask her about how APQC’s HCM resources might be of use to us all.

Why should someone who does not work in HR care about human capital management?

Anyone who relies on people to meet their professional objectives can benefit from understanding human capital management. This includes business leaders, people managers, HR professionals, and even individual contributors. All of these parties rely on people and human capital processes to effectively and efficiently accomplish their professional goals. Our intent is that ultimately, APQC will help HR and the business work together to make human capital a key enabler of success.

What are some human capital trends that someone new to this topic should be aware of?

There are quite a few human capital trends to keep in mind during 2016. The most prominent are:

  • Performance—Employee performance management is in the early stages of a significant transition away from a once-a year event toward a collaborative, growth-focused process. Along the way, there will be many new skills and processes for leaders, managers, and employees to learn.
  • Engagement—The combination of shrinking unemployment levels and global talent shortages makes it increasingly important that leaders and supervisors understand what employees seek most from the employment relationship. APQC will be holding a webinar in May on how to create a culture of engagement—whether you work in HR, are a people manager, or are an individual contributor.
  • Analytics—A majority of participants in APQC’s Talent Trends survey indicated their organization will use predictive analytics to improve employee engagement and retention within the next five years. Analytics can also be used by leaders and managers to manage workforce costs and boost workforce productivity.
  • Learning—Coming out of the global recession, many organizations lack sufficient training and development staff to design and deliver learning opportunities. One way that leaders and managers can tackle this challenge is by fostering continuous learning and improvement cultures.

To learn more about the human side of productivity and quality, check out APQC’s recent Q&A on the subject here.

Want to learn more about HCM at APQC and how it can benefit your organization? There are several ways to do just that. Visit the APQC Knowledge Base and HCM Expertise page, sign up for an HCM webinar on our events page, or follow APQC on LinkedIn and Twitter.