McKinsey has published another stylish chart. The data points echo the oft-cited disparate (and dismal) view of HR performance – which of course depends on your point of view (POV). Take a look at the perception gap.

Aligning talent strategies with business objectives along with accountability and responsibility perceptions are clear disconnects.

So, HR needs to:

Demonstrate the connection between HR and business performance.

Implement talent metrics and communicate business value.

Analyze and evolve the status of talent management capabilities.

Now let’s focus on areas of near agreement. Most HR professionals and Line managers regard HR as administrative not strategic. Many from both sides think HR lacks authority and respect.

Yet the oddest common perception in the findings is that only about one-third of HR pros and Line managers agree that HR relies too much on best practices when designing systems. Although convoluted, the learning from the study findings seem to indicate more reliance on best practices would be welcome, regardless of your POV!