Wednesday, 12 February 2014

The HR Function - Not what it does, but what it delivers

Vision for People and Organisation

I believe the HR function should be judged not for what it does but what it delivers.

·       At its primacy, I believe that the People manager must own the people experience(s) of it team, and be accountable for audit as part of the manager’s engagement index. He should be held accountable for:
o   Hiring correctly for roles, using competency based process.
o   Performance management review
o   Performance dialogues and building work plans
o   align rewards and recognition accordingly
o   enable succession planning and enrich careers.
o   support as a coach and mentor
o   be the ‘culture’ for the direct report from hire to retire.


The HR function must facilitate but remove itself from the middle.

·       I believe that all stakeholders should be empowered most of all the employee himself. Our employees bring human capital each day to work.
o   Firstly, a right for self-service. (ESS)
o   Be focused on deliverables, not job descriptions
o   A right to be recognised for being an individual, recognized for the expertise he/she brings.
o   To enjoy an engaged meaningful contribution that is mutually satisfying and taps into his personal potential
o   A workplace that is inclusive, diverse and tolerates similarities and differences. That  discriminates only on the basis of performance.

·       I believe that we must provide analytics and tools for collaboration, social learning, and big data to enable organisational learning and teaming. This to be enable on the move – ‘taps instead of clicks’.

In summary, I believe that we must empower the lives of our own stakeholders. And verily, it starts from home – at the workplace itself. 

I believe our role in HR is to:

·       Clearly define with leaders the Business Strategy
·       Build the case for People and Organization capability
·       Create a strategy roadmap ~for the three years ahead
·       Identify the HR ‘deliverables’
·       Align the Design and Architecture (TU/BU) for the OU initiatives
·       Design Metrics for HR measurement.
·       Embed ‘performance by measure’
·       Create a highly engaged workforce by embedding the three values – personal, re-imagine and restless in all systems, processes and in our behaviors.
·       Support Leaders to take accountability to deliver Business Results through empowered minds and fuelled by passion.



1 comment:

  1. All in all in my opinion one element which matters a lot in all domains is professionalism & one must always have the thrust to improve upon his / her professional values & ethos to ensure collective results for achieving success in any organisation...

    ReplyDelete

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