| Human Resources is THE topic in today's world. There | | | | picture. Do you want to be the quickest to market? |
| are downsizings, union negotiations, pay issues, | | | | Then hire with that in mind; reward with that in mind. |
| telecommuting, health insurance, retirement issues and | | | | Too many times HR comes with the merit raise |
| how to save the historic memory in talent. The | | | | program, the performance program, the hiring process, |
| networking today is social media and that involves | | | | and the learning process. HR is the lifecycle. HR holds |
| people. So, why is the HR department still talking about | | | | the lifeblood of the firm. The only resource (though I |
| "getting a seat at the table?" This is the boardroom or | | | | hate that word) that can appreciate with the business |
| executive table where the decision makers are doing | | | | is the people. What is the investment in the future? |
| what they do best. Why is the HR department is not | | | | The humans of the business are the business. |
| THE RESOURCE? | | | | Everything else is capital. The contribution of every |
| It is easy to understand when HR keeps asking the | | | | person every day is the reason if the delivery is on |
| question. They are can be like 5- years-olds who think | | | | time, if the day is accident free, if the innovation is |
| that asking the question over and over will have their | | | | stellar, if the hours fly by or drag, and if the customer |
| mom change their mind. Instead they should be asking | | | | comes back. Creating the culture for the business to |
| what should be doing to prepare people for the | | | | prosper is not touchy feely. It is becoming that |
| upcoming changes to our workforce and to our world. | | | | employer of choice-the employer the best people |
| How do we retain the retirees; how do we | | | | want to get into as soon as they can. It is the place |
| communicate best with learners from all aspects and | | | | the talented compete to enter. |
| how do we keep (restore?) respect in the workforce. | | | | Do you want to be THE community driven |
| How do help the business make a profit? True | | | | organization? Then hire with a heart for those with a |
| professionals understand that is done through | | | | heart who are looking for an opportunity to make their |
| productivity (a future article). The communication of the | | | | place on earth better. |
| business is the responsibility of all of management but | | | | The right person for you might not be the right person |
| is key for HR Leaders. Business communication | | | | for another firm. I believe the competition for talent is a |
| means the why, the how and the ability to answer the | | | | bit vague. It is just like a person saying: "There aren't |
| questions. How can we focus on organizational | | | | any jobs out there?" Really? I see signs everywhere. |
| development when we don't know what the future of | | | | What is the job you want in what environment? Do |
| the organization holds? | | | | you like big firms, small firms? It is about the right |
| All of these questions cross all lines of the issues | | | | person in the right job at the right place at the right |
| facing our firms and organizations today. The strategy | | | | time. |
| of the business is the reason for the organization to | | | | What kind of HR leader could you be if you |
| exist whether it is the not for profit or the most | | | | understood the business and the future? Ask what |
| profitable firm in the land. The mission statements | | | | might be the obvious: What is our focus-- short term |
| became the reason for some HR consultants rather | | | | and long term? |
| than those in HR asking the question-what is it we are | | | | You will be prepared. You will be in a position of |
| trying to be? The biggest? The best? The fastest? | | | | thinking and planning and helping the business succeed. |
| The experts? Instead we in HR react to hirings and | | | | You will provide feedback to and from employees and |
| firings trying to elicit control by asking for paperwork | | | | the chief executive. Keeping such communication and |
| citing that we need to measure to get results and be | | | | building a strong business will serve the community. Do |
| counted. We threaten the potential in lawsuits. Really? | | | | we really take the time to explain the benefit programs |
| That is the HR strategy? If the system is part of the | | | | or do we rely on the 800 number since that is only |
| business and the why is understood as meaningful to | | | | transactional. Now that doesn't mean that we ignore |
| the strategy for the business then it will be done. | | | | technology-but we check the trends. How is it being |
| Instead, "HR is to be avoided" according to transition | | | | used? To answer what questions? What questions |
| coaches. "HR will hold things up or lose your | | | | are not being answered? |
| paperwork-get to the hiring manager," the unemployed | | | | HR can no longer be the victim waiting to be told when |
| are told. | | | | the CFO needs the numbers to be cut and we know |
| Leadership coaching is all about the accountability and | | | | that will mean people. We can be ready to avoid that |
| independent thinking provided by a third person. What | | | | as the only answer. |
| better role for an HR Leader? Human Resources | | | | If we don't, then we get what we deserve. |
| consultants can be inside and outside the organization. | | | | Unfortunately the community and employees of the |
| Focus on the big picture. What is the organization | | | | business will get what they don't deserve. |
| trying to be? Then detail the HR strategy around that | | | | |