Human Resources practitioners can add tremendous value
Not every company has a built in Human Resources expert and I am certain that as a business owner or CEO; you will probably agree with me that one of the most frustrating and time-consuming activities you will have to deal with are people issues. Because of the web of complexity, around legal and regulatory requirements, as well as the challenge of understanding different personalities, one of the most common problems I find when I am working with businesses in my capacity as a Human Resources consultant is a lack of confidence on behalf of the CEO, business owner or manager to do the right thing!
Not only is there masses of Human Resources and employment law information to handle; people are just different and can be predictably unpredictable when the chips are down. I’m not just talking about employee disputes or even the myriad of Human Resources challenges you might have to tackle. Recruitment, terms and conditions or even exits can be tense and fraught with difficulties if not handled correctly.
A Human Resource professional can bring a range of skills. Many Human Resources practitioners for example combine expertise in leadership skills with a solid understanding of the legal and regulatory issues businesses face, which means businesses can feel assured that they will be protected whilst still being able to take the necessarily calculated risks every entrepreneur or high-achieving organisation needs to balance.
When considering your people from a Human Resources perspective, you need to think of getting it right in three specific ways:
1. Strategic People Planning and Management
Developing Human Resources from a strategic standpoint is essential if you are going to be ahead of the game. Organisational design and development are key if you are going to make sure you have the right people at the right time. Not only that, a clear vision of “how” you want to achieve success will be your GPS to make sure you don’t waste valuable time or cash.
Great strategic Human Resources always begin with leadership development. Continuous improvement and professional development for leaders must be top of your agenda as it will be you or your leaders who shape and hone the strategic direction. Starting off with a good 360 feedback intervention can really get to the crux of the matter. Good people leadership is key to being real and informed with workforce planning which actually informs good decisions and helps move the organisation or business forward.
2. Contractual and Cultural People Management
Recruiting the right people with the right contract can save you thousands in lost time and money. I can’t stress too much that getting it right at the start is so important. Being clear about your policies and practices which cover for example the recruitment process, the contracts you need and simple performance management measurements you need to keep in place to make sure you are getting value and peace of mind demonstrates great foresight. Getting advice about your contractual and cultural matrix of policies and practices can save you many wasted weeks and months.
Embracing employee engagement and cultural issues: including developing key policies which help you, not hinder you are key to making sure you are getting the best out of your people. While many organisations just cut their employee development when the economy isn’t good, it can actually be counter-productive. Consider incorporating workplace action learning. This provides, on-the-job, experiential, accelerated learning which can only be a win/win and help your business be more efficient and effective.
3. Operational People Management
Most organisations at a minimum require operational Human Resources functions, such as payroll, learning and development, employee benefits, contracts and performance management. Being able to source basic HR advice and guidance is essential if you want to avoid lengthy employee disputes. Although we don’t provide all transactional services, we can certainly help you decide what you need and when you need it.
Getting the right Human Resources help at the right level can solve many of your problems. If you are looking for further help, then why not contact one of our People Development Experts.
HR Expertise Articles
- Gender Equality in the Workplace: How Men can Help
- How Tech is Changing HR
- The Dynamics of Destructive Conflict
- HR – Defining Your Reality
- Is Your Employee Survey Fit For Purpose?
- Creating a GPS system for your employees career development
- The Systematic Hiring Plan
- Engage! How Understanding Motivation Creates Engaged Workers
- The Four Damaging Myths About Employee Engagement
- 5 Reasons to Hold Regular Performance Reviews With Each of Your Team