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The effect of these criteria on recruitment , retention, development, advancement, talent strategy, efficiency of employees and success has left many HR professionals asking, "What exactly is the value proposition and role of HR?" The truth remains that the HR role tends to require the administration of these repetitive and necessary processes: procurement, recruitment, onboarding paperwork, regulatory enforcement, discrimination training, and preparation of the workforce, to name a few.

Reason # 1: The control of success has changed.

Quality management is typically a point-in-time occurrence that occurs on an annual or biannual basis alongside merit raises.

However, surveys have uncovered a new pattern over the years: constant success improvement and feedback loops along with continuing learning and growth projects are critical for engaging and maintaining staff while creating a talent pipeline for HR teams to fulfil evolving market needs.

Reason # 2: The importance in the L&D teams.

I have experienced how HR, and learning and talent growth departments participate in positions in the restaurant, hospitality, and manufacturing sectors, among others.

They will recognise the link between strengths and attitudes through the appropriate learning management or skill growth platform, and how to deploy them alongside success management cycles and see the perspective of the individual as it matters most.