Things HR should Do

Posted on 24. March 2009 by Gautam Ghosh

During this HR bashing season John Sumser has some great advice for HR:

I would add some more:

Understand strategic drivers of the business and how does your work impact it. For example if the business makes wafer thin margins and relies on volumes to make it profitable then you have to look for and promote the manufacturing guy who can ensure the assembly line is selling always, the sales guy who can open large accounts as they are needed for the success for the business to succeed, not the research scientist or sales guy who takes time to open up accounts.
Understand the way external industry is moving and therefore how people processes and practices would be impacted. Look at macro trends. Not the obvious trends. Everybody does that. Look at how consumer/customer/client preferences might be changing and therefore how it will impact strategic drivers. Also look at how ‘best practices’ are become hygiene factors – usually fast.
Treat fads with scepticism. Infect that scepticism into your business leaders if they get swayed by the latest ‘management gurus’ and consultants. As an organizational behavior person you should know that every solution gives rise to a new set of issues and that there are no silver bullets as far as people issues are considered.

Becky Regan said:

This is a time for HR Pros to LEAD!! An economic downturn creates the perfect environment to really show your capabilities. Join me in San Francisco for my 5/14 workshop presented by NCHRA: “7 Ways to Effectively Manage HR Through a Recession.”

Posted on 25. March 2009 at 11:05
Alicia Arenas, SPHR said:

Great post Guatam!

I’d like to add another suggestion: It can be overwhelming for HR professionals to make large scale changes across an organization. If your executives see you as a cost center and you want to earn more credibility, pick one department or business unit. Choose one manager with whom you have a good relationship and learn that business inside and out.

“Seek first to understand and then to be understood.” Dr. Stephen Covey. So don’t be anxious to show them how great you are and how much you can do. Listen, listen, listen and then make strategic recommendations that will solve problems, increase productivity and make the manager look good. That is how you create raving fans at your company – 1 manager at a time.

Posted on 29. March 2009 at 20:53