- At basic level values reflect the standards in the firm
- Involvement, Communication & Celebration
- Respect, Encouragement & Honesty
- Rites & Rituals
- Set Performance Indicators and equate them with values
- Develop a Holistic Plan for the managers to refer
- HR Professionals add value when their work helps someone reach their goals
Connecting HR to overall business:
- HR work does not begin with HR, it begins with Business
- For the HR department to connect with the firm, HR professionals must master the concept of ‘value’
- Equate HR value to ‘Organizational Success’
- Listen and Learn
- Keep under control the Hidden Costs
- Represent Employee and Employer interests
- Promote Communication
- Target Oriented Development
Sources of HR Value Addition:
- Path Finding Leadership
- Strategic Alignment
- Stakeholder Engagement
- Decision Support
- Performance Management
- HR System Innovation and Implementation
How HR can professional Ensure Value Addition:
- Recruiting the right caliber and grade of existing and new employee
- Ensure that in-house promotion and selection are carried in fair and equitable manner
- They must be Deeply knowledgeable about their company
- Active in leading, developing and implementing the business planning efforts
Barriers for HR in Adding Value:
Internal- Lack of support from executive teams
- Emphasis on short term Competitive Advantage
- Unproductive Human Behavior
- Improper Communication
- Resistance to New Practice
- Herd instinct
- Technology
If HR is to survive and flourish, all investments in the function must add value to the organization. HR people must focus less on “what they do” and more on “what they deliver”
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