Smart HR is Smart Business
Making human resources a strategic part of your business is smart. Too often when companies finally realize the need exists to functionally address the employee piece of their business, a hasty decision is made by management to move a current employee into the human resources role. The individuals are chosen because they are able to manage confidential information, exhibit a willingness to work with other employees, and/or they excelled in another “like” position. Thus, this decision seems logical. Unfortunately, these skills alone do not prove successful for the individual or the business. Whereas, soon the newly “elected” human resources professional for the organization begins, almost immediately, to manage significant employment decisions (employee selection, evaluation processes, benefits, coaching) and becomes responsible for developing company policies, to include employment law interpretation for a variety of employment-based issues. Instead of taking this path when human resources talent is needed, employ the same tenacity and vigor you use to recruit other key employees for your organization. Starting with a solid foundation in human resources will prove to be the right choice.
Consider this…
Human resources influences a wide range of internal disciplines to include: manufacturing, engineering, distribution, quality, production, accounting, logistics, etc. In order for human resources to positively influence any organization, it is imperative that the human resources effort is led by someone with a comprehensive understanding of company products, focus, and goals and mastery of gaining constructive knowledge from all levels and teams to affect organizational change, productivity gains, and improved employee commitment.
A seasoned human resources professional will provide beneficial and cost-effective measures in order to assist your business in strategic ways to:
- Improve employee retention rates, which reduce the cost of turnover (recruiting and re-training).
- Reduce unemployment and workers compensation claims.
- Develop compensation plans, ensuring true pay for performance principles that are utilized to promote creativity and process improvement.
- Improve productivity with better aligned inter-departmental teams.
- Negotiate competitive benefits that fit the needs of the company.
- Promote a more committed workforce, which fosters long-term employment, greatly reduces absenteeism, and identifies a philosophy of “promotion from within.”
With personal credibility, solid business knowledge, proficiency in employment law, and solid interpersonal talents, human resources can strategically influence employees, peers, and senior management by maintaining a controlled balance between management expectations and employee requirements. Keeping the pulse of the workplace at all times will facilitate proactive change and further identify areas for improvement.
Be aware, too, that someone in your business should stay informed of the precarious national economic environment, with relation to employment trends, and stay abreast of employment law changes proposed by the new President. So, choose wisely who leads your human resources effort; and if you must recruit for this position from within, ensure proper training is provided for a more successful transition.
