3 Takeaways from Josh Bersin’s “Spotlight on HR Capabilities”

November 10, 2021

Over the last few months, Bersin analysts have conducted extensive research and analysis into HR capabilities. The data, mined from The Josh Bersin Company’s HR Capability Assessment, revealed some big surprises. The Founder and CEO of pymetrics Dr. Frida Polli joined Bersin and HR leaders from LexisNexis and PVH to discuss these revelations. Keep reading to discover the 3 major takeaways that will benefit your HR teams that they uncovered. 


Strike a balance 

It is important to strike a balance between empowering individual employees and prioritizing the organizational needs of a company. Monet Valenzuela, Senior Director of Talent Development at  PVH spoke to the critical juncture we are at, and in summary, thinks the biggest opportunity for growth is from a change agent standpoint. She believes that it  is important that we prioritize the role that HR plays in the overall employee experience, and the more that the employer can empower their employees to have and navigate this discussion, the better. The folks participating from Bersin agreed - great companies have great HR functions. To strike a balance, businesses should  take a bottom-up approach to enable employees to build their careers based on their capabilities - the data indicates that this will ultimately lead to greater organizational success. 


HR professionals are in fact a fit for digital potential 

Adaptive learning and multi-tasking are capabilities measured by the pymetrics assessment are seen by HR professionals to be stronger indicators of digital potential  than some might assume. By utilizing pymetrics behavioral capability modeling, we are able to see an overlap in capabilities and digital potential for HR professionals. These individuals might be overlooked for these roles if we continued to solely rely on hard skills and professional background as the only signs to indicate fit. Data-driven discoveries like this require businesses to invest in available tools, ultimately helping them to make decisions that encourage hiring for fit and potential.   


Not investing in HR is risky business 

Being an HR professional is a highly complex job that doesn’t always get the prioritization that is necessary to build successful teams, and thus, businesses. Some of the implications associated with not investing in HR teams are high turnover, a reactive approach, and being forced to operate without access to data and tools that competitors may be leveraging. By limiting HR investment, you limit your team’s ability to make strategic decisions, helping them to  live up to their full potential. 


To learn more key takeaways and unveil additional surprises from this impressive group of panelists, please watch the full session here.