By Luke on October 22, 2011
The crisis of the Eurozone is not a new topic; we live in this crisis for more than 3 years, but politicians present it like something new and worse than expected. They do not read newspapers? They do not listen to their advisers? This crisis is not just about a lot of money to be spent to rescue countries; it is the crisis of the leadership values. It misses the leadership forecasting. Our leaders miss the courage to tell the truth – about costs and decreasing comfort of living.
The leader has to take the risk of not being elected again. The leader has to make a tough decision, which will impact the future of the nation. Our children will have to re-pay all debts that our parents and us made. It is obvious, but no leader has the courage to stand up and say – “We have to cut our expenditures, we have to cut our living standards.”
The European politicians solve the financial crisis like the ad-hoc accident. They have a meeting, which is called to be “urgent”. They propose the solution, which is not sufficient. They are amazed that the solution was not “accepted” by the financial markets. The crisis gets even worse then. The leaders do not forecast the future development and they do not lead. The financial markets lead the crisis.
Each HR Professional should study the Eurozone crisis to identify similarities with the leadership failures in the organization. You can observe similar behaviors in organizations:
- Each country has its interests and it does not want to accept any compromise.
- Countries in troubles expect solidarity.
- Luckier countries do not want to pay more. They expect that the crisis will hit just the poor countries.
- The real cause is hidden for a long time.
- The solution comes at last possible moment.
- No one has the courage to stand up and tell the truth to the audience.
Each organization go through the crisis sometimes. Apple was in a deep crisis in 90ties. Steve Jobs was a strong leader facing difficult conditions inside Apple and having no competitive products externally. However, he was able to face challenges and was able to mobilize employees to design and develop products, which built the success.
This Sunday is important. If our leaders are strong and they have the leadership forecasting, they will show us a bill. Our duty will be to pay the bill.
Posted in Leadership | Tagged HR Professional, Leadership |
By Luke on October 22, 2011
The modern HR organization has to play the important role in the business. It has to act as the Strategic Business Partner. It is a modern HR buzzword and many HR Organizations fail in playing this important role for their internal clients and the top management. The Strategic Business Partner leads and contributes to important business-wide initiatives aiming to build the sustainable competitive advantage. The strategic Human Resources has an extraordinary HR Strategy and follows the business strategy fully. Many HR Organizations are focused on getting the seat in the management board of the company, but this should not be the primary goal of the strategic partner. It should be a nice benefit of provided strategic services to the organization.
The strategic business partner takes over the full responsibility for the human capital development in the organization. HR has to take the responsibility for the initiatives aiming to increase the performance of employees. HR has to lead projects focused on the improvement of the employees’ satisfaction.
Being the Strategic HR Partner is mainly about the excellent HR Strategy and courage of the HR Management. The HR Strategy has to define the main priorities for Human Resources. The HR Strategy of the strategic partner is focused on building the stronger organization, developing the strategies attracting the best talents from the job market and bringing the performance improvements.
The strategic partner defines main projects for the organization in the area of the human resources management. The HR Managers are project leaders and they are fully responsible for the delivery of results. The strategic partner builds coalitions in the company and they push difficult decisions.
The strategic partner accepts challenges. The partner creates positive challenges for others. The innovative organization needs to be challenged internally as it brings amazing products and services. The challenging HR simplifies its processes and procedures. The streamlined HR processes allow managers to focus on the development of their employees. Challenging Strategic HR Partner challenges managers as they develop their employees.
The HR has to focus on the improvement of its processes and procedures. It has to focus on the training of HR employees. It has to redesign its organizational structure as it reacts quickly to requests of its internal clients. The HR Management has to make difficult decisions; they have to change some employees in the team. The strategic partner needs different profiles of employees.
Posted in HR Model | Tagged HR, HR Business Partner, HR Strategy, strategy, success, vision |
By Luke on October 22, 2011
The HR Business Partner is the most powerful person in Human Resources. The business partner sells HR solutions to internal clients, influence clients and shares the responsibility for the delivery of the functional/client goals. The HR Business Partner shares the pain of the client and delivers custom-tailored solutions derived from the standards offered by different Centers of Excellence in HR. The HR Model usually describes the ideal model of HR processes and their organization in the HR Function.
The job profile of the HR Business Partner is extremely similar to other sales force staff in the world. However, this is a huge mistake. The HR Business Partner is not just another sales person. The business partner acts as the powerful consultant. The partner acts as a decision maker. This is something what people in the Sales function do not do on a daily basis. The salesman does not make long-term decision. The salesman does not set the vision and the strategy with the client. The salesman does fit the offered solution to the needs of the client.
The HR Business Partner makes HR successful or failing. He or she deals with the internal clients and finds a suitable way for the implementation of HR solutions. The business partner has to understand the priorities of the internal client and has to identify right steps and timing of HR actions. HR is the support or enabling function in most organization. It means, that it has to follow the needs of its clients. It has to be proactive and it has to propose right solutions before the internal crisis evolves.
The profile of the HR Business Partner is special. The partner should be grown in the organization. He or she has to be an expert in general HR practices. Most issues of internal clients with their employees around missing career opportunities. The internal clients do not offer careers to their employees; they set up stable organizations. The role of the partner is in finding ways how to promote career opportunities to talents in the organization. The business partner has to be responsible for moving talents around the company.
Successful HR Organization has a special development program for HR Business Partners. They have to be grown inside the organization. They have to understand its products and services. They have to be recognized as successful employees by the top management. They have to be trusted by a wide population in the organization.
The strong HR Business Partner understand the needs of the client, participates on solutions to achieve tough goals and is able to make unpopular solutions. Many people start to complain, when the organization introduces changes. The business partner has to act as the Change Agent in these difficult moments.
The strong HR Business Partner supports the success of the organization.
Posted in HR Model | Tagged goals, HR, HR Business Partner, HR Model, job |
Designing the Recruitment Process Map
By Luke on October 28, 2011
The recruitment process should be extremely easy (that is the theory). It can be described in several process steps. However, this process is not about the automated system; the recruitment process is about interaction of several human beings and they tend not to follow the designed recruitment process.
The design of the recruitment process is not the simple task. You have to decide about the complexity of the recruitment process map. If you choose to make your recruitment process map simple, the users can be lost in the details of the process as they do not know, what is the next process step. If you choose the complex recruitment process map, the users will not look for the details in the map and they will follow steps in the recruitment process as they believe, it was set up.
You should always make the decision about the design of the recruitment process using your recruitment strategy and the needs of the business. In case that you have a fast growing organization and you need to hire hundreds of new employees during a short period of time, you should consider the simple recruitment process map. You will lose many job applicants during the hiring process, but you will satisfy managers.
The highly sophisticated organization, which does not open many job vacancies during the year and each job applicant has to go through a difficult recruitment process, should draw a complex recruitment process map. The managers have time to study the steps in the recruitment process and they can follow them. The sophisticated organization hires a limited number of job applicants and many job openings are cancelled before they are filled.
The design of the recruitment process has to complex in case you need to define processes for the IT recruitment system. In this case all the processes have to be defined and designed. The simple recruitment process will bring failures in the future. The IT system has no intuition; it has to follow the defined process.
You should always consider the needs of your internal clients. They want to understand the recruitment process. However, the recruitment process map does not have to be the best answer to their needs. The recruitment process map is excellent for Human Resources; the internal clients would love to understand their role in the recruitment process.
Posted in HR Comments | Tagged internal client, recruitment, recruitment process | Leave a response