What is HR? What does it look like? How do you know if you have achieved it?
This isn’t an easy question to answer. HR is contextual. What an organisation needs from its HR function and HR professionals will differ from place to place. It is influenced by the particular industry, unique business challenges and organisational history and capability – among many others. However, we believe that great HR and great HR practitioners have some common features wherever they are. In no particular order, here are those commonalities.
Great HR…
• involves balancing the complex and sometimes competing needs of organisation, line manager and employee
• is simple and bureaucracy-free wherever possible
• empowers managers to make their own decisions – and doesn’t tell people what to do.
• helps to create the conditions in which people can thrive and grow.
• addresses the cause of people issues, it doesn’t just treat the symptoms.
Great HR professionals…
• understand the context in which they operate and understand it well – the industry, the market, the value drivers, the products and the services.
• have a deep understanding of human behaviour.
• have a commitment to their own personal development.
• know their stuff, whether that means keeping up with employment law or that latest industry thinking, so that they can speak from a position of authority.
• role model the heck out of all of the stuff that they launch and speak for at their place.
• can clearly articulate how HR adds value.
• are easy to do business with.
• are pragmatic and practical in the advice that they give.
• never lose sight of the way that the people stuff makes people feel.
• challenge appropriately and aren’t afraid to stand up for what is right when it is necessary.
• understand the link between the people stuff and everything else that happens, like customer experience.
• take measured risks.
• are trusted advisors.
• have guts.
On the flip side:
Great HR professionals…
• don’t see themselves as separate to the business that they work for, or spend time worrying about whose ‘side’ they are on.
• aren’t risk averse.
• don’t put barriers up and create rules that constrict the organisation or people within it from taking action.
• don’t make decisions for managers, they advise and coach.
• don’t quote employment legislation at people.
• don’t jump on bandwagons or follow fads.
• don’t create processes unless one is really needed.
• don’t blame managers for what people stuff doesn’t get done; instead they seek to understand why.
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
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