And more and more, retraining employees is going to be a key component in retaining employees. As the need of the enterprise grows to attract and retain flexible, knowledge workers who may have an area of expertise, but are not specialists in the traditional sense, so too will HR have to adapt to this changing landscape. HR will move away from silos of compensation and benefits and demand for practitioners that can embrace technology while keeping a clear understanding of HR business rules. The function needs to be technology and business-centered in order to play a significant role in the construction of organization's strategic planning. The need for knowledge and training must also go beyond the frontline worker and reach all levels of the organization.
HR has to become a champion of developing leadership and management skills.
While we have learned that employee loyalty is a scarce commodity, we have also learned that loyalty does not always rest where we have traditionally expected to find it. The loyalty of employees to the enterprise is limited. Leadership skills can create relationships between individuals that go beyond the enterprise. People's skills and their ability to meet new challenges must continually change and expand along with business needs. The key asset any employee brings to a company today is knowledge.