Increasing the Credibility of the HR Function

Document created by 1049487 on Sep 2, 2015
Version 1Show Document
  • View in full screen mode

Tom_Sheehan_news.jpgNearly all HR professionals want to be viewed as a welcomed and trusted advisor to their key business partners. The phrase ‘having a seat at the table’ truly captures the essence of that desire. However, there is often one thing holding the HR leader back…that is credibility.

 

In order to truly be valued, HR professionals must be able to analyze data and speak the language of their key stakeholders. In truth, HR professionals should be viewed as functional experts and partners to the business units, much the same way that corporate finance is viewed. However, HR professionals typically have big gaps in business analytics, business planning, project management, and customer relationship management.

 

Improved analytical skills would allow HR professionals to be better at predicting future workforce requirements, tracking performance outcomes, and calculating the return on investment of HR projects or initiatives.

 

Obtaining the knowledge of business is only part of the equation.  Equally important is that HR has to regularly demonstrate to business leaders that they are on the team and truly has the best of interests of the business at heart.  Too many times HR is only seen as the "employee advocate" or the "corporate police force."   In fact, I hear many HR leaders describe the role of HR to sit in between management and the employees, almost admitting they aren't really part of the management team, relegating itself to some sort of ombudsmen role.  To be effective HR has to be an active player on the senior management team, helping the company maximize the talent aspect, while also minimizing legitimate risks. 

 

Another area in which HR professionals frequently struggle is identifying and prioritizing which projects to push forward to the organization. Generally, HR teams are conducting too many initiatives, often with mediocre results. Conducting too many projects dilutes the effectiveness of each initiative, and wastes valuable resources.  HR professionals and their teams would benefit greatly from ‘Doing less, better.’

 

When deciding which projects (or initiatives) are top priorities, answer these three questions:

 

  1. To what extent does this HR project (or initiative) further the key business strategies that have been laid out for the organization?
  2. If we decide to move forward with this project, what project (or initiative) must be bumped or moved down the priorities list?
  3. Can I articulate a true return on investment that can be validated by an independent financial analyst within the organization?

 

Bottom line, we hear from many HR professionals that their leadership team just doesn't support "HR Stuff."  Some places may be a lost cause, however most are not, and what's typically missing is confidence in either the HR leader or the HR solution.  What's not missing is a desperate need for an active HR presence to help attract and retain the kind of talent necessary to propel their company forward. 

 

Reach out to me at Tom Sheehan if you would like guidance on increasing your HR department's credibility and effectiveness. 

Recent News Articles

 

Fixing a Broken Performance Management System - Part I

 

Increasing the Credibility of the HR Function

 

eHarmony Poised to Enter Recruiting Market

 

Workers' Compensation Benefit Increase for 2016

 

FEDERAL CONTRACTOR ALERT: OFCCP Assistance Tools, Paid Leave, Pay Transparency, Equal Pay Report

 

Continuous Conversations Drive Effective Performance Management

 

CAI Partner N.A.M. Files Comments on Fair and Safe Workplaces Rule

 

September is Performance Management month: First Up - Giving Performance Feedback

 

CAI Survey Finds Top Performers Getting a Bigger Slice of Salary Budgets

 

How To Keep Experienced Employees From Jumping Ship

 

Drug Testing Can Greatly Reduce Your Workers' Compensation Costs

 

The Journey from Zero to Sixty Employees: Phase III…Delegate or Die

 

NLRB Rules That Northwestern University Football Players Can't Unionize

 

Get Your HR Recertification Credits Here

 

The NLRB Reverses Its Position on Joint-Employment Status

 

Improve Your Impact: Get Comfortable With Compensation Discussions

 

Motivation Requires Action To Become Reality

 

Making It A Great Day Every Day

 

Tips for Reducing Your Unemployment Costs

 

Welcome New Association Members - July

 

The Journey from Zero to Sixty Employees: Phase II

 

Ten facets of Potential

 

Federal Contractor Misclassified 151 Employees as Independent Contractors

 

How to Keep Your Employees Excited About Coming to Work

 

Non-Compete Agreements Require Expertise in Drafting

 

Just Released and Twice Its Size – Results of 2015 NC Wage & Salary Survey

Attachments

    Outcomes