Top 10 signs that your HR department is relevant

April 27, 2012 at 11:30 am 3 comments

People outside of HR often think that the department’s role is simply to run the benefits program and hire and fire employees. If those areas are going well, then HR is doing its job. But a recent blog post by Liz Ryan for Bloomberg Businessweek outlines 10 clear goals for HR that go beyond record keeping and running programs.

1. Communicate a vision for the company.

2. Use the company’s image to build relationships with the talent pool, existing employees, customers and vendors.

3. Promote truthful communication, especially during difficult one-on-one communications.

4. Foster innovation.

5. Develop a pipeline of talent for future needs.

6. Embed HR ideals into each business unit so managers become more independent in dealing with workforce management.

7. Ensure regulations are followed, but don’t treat employees like children.

8. Encourage collaboration.

9. Ask for regular feedback from your team outside the performance appraisal.

10. Foster a culture of trust, rather than fear.

Do you think these are realistic expectations? Can any one HR department incorporate all of these goals?

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3 Comments Add your own

  • 1. Good HR vs. Bad HR | HR Perspectives  |  April 28, 2012 at 11:52 am

    […] Top 10 signs that your HR department is relevant (raisingthehrbar.wordpress.com) Share this:TwitterEmailLinkedInStumbleUponLike this:LikeBe the first to like this post. This entry was posted in coaching, Communication, Excellence, Happiness, Leadership, Views of HR and tagged company culture, Employee engagement, Excellence, Human Resources. Bookmark the permalink. ← Encouraging New Managers […]

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  • 2. JoAnn L.  |  June 17, 2012 at 5:53 pm

    Yes, I do think HR should do more than just organize the benefits and FMLA plans, and support management when it comes time to hire or fire staff, whether or not the company is in a “hire at will” state. HR is involved with new staff “orientation”, so they are involved with training staff, initially anyway, whether that is a formal one day sit down classroom setting in an HR classroom or an casual “mentoring” done by another departmental staff person with a clipboard and a checkoff list and the new hire following him or her for a week to become acclimated to his new responsibilities and where the cafeteria is located. What is HR’s responsibility or role when it comes to protection of the employee? Do we really have to wait for OSHA, the health dept,, a certification or regulatory agency, JCAHO (for hospitals and healthcare) to find something awry before we make it right or before it harms someone who works for us or a customer? Many employers have their staff take an annual continuing education session on business ethics for the particular institution, in addition to other types of continuing education. Ethics might include circumstances in which someone would “whistle-blow” on someone (regardless of rank) if the person was found to be doing something “unethical”. Typically, an 800 number is provided and an anonymous call could be made so the person making the call could feel “protected” in revealing the information.
    Do you have mechanisms in place to protect your staff for trying to do the right thing while you investigate the information or would you reveal their name to the “accused” and set in motion a “fast-track” paper trail leading to termination by the accused? if so, why? For someone to bring a complaint to HR (against their supervisor or manager), and to do it alone, the effect this person had on them, over time had to be significant enough for them to bring this accusation in the 1st place;s therefore, it’s not something that should be taken lightly and the person bringing the complaint should be protected, while others in the dept. are interviewed, also with promises of anonymity.
    Turnover in the dept. may have been high simply because (professional) staff decided to leave instead of working for this person any longer. Many good staff were probably lost to other employers in lieu of a bad manager with poor people skills, who, for some reason, could not be sacrificed? Was he creating a fearful working atmosphere; did he have favorites and train people differentially based on who he liked? You won’t know unless you hear from staff, either anonymously or you promise to protect them and their jobs. Did he yell at staff in front of their colleagues? I guess it’s easier to support getting rid of the squeaky wheel even though this person has more to lose than the one who is creating the problem for everyone. However, training this one manager correctly, could really benefit a whole dept. by improving everyone’s workday, making them feel as if they want to come to work and contribute every day.

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  • […] Top 10 signs that your HR department is relevant (raisingthehrbar.wordpress.com) […]

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