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Human Resources Management can deliver results!
– if you do it right!
Human Resources Management is about how to manage human resource and this is an integral part of every day in the Company. It perhaps sounds special that we need to nail this on the wall in those years, but one way or the other, there was a need to talk about this, and to the question, if HR can make money?
When we see it does not work rightly, it is typically the timing, the speed, the HR Team who does not deliver the right HR work with a focus on the company’s situation, or we see the Human Resources team is not in the right size or they work with the wrong tasks.
HRM covers an enormous area of tasks. Taking care of up to 134 of the elements in a company; some functions/tasks are visible, others are not so visible, but essential for getting the full HR cycles running.
One of the first questions is to ask: Do the HRM employees, in reality, do what they are trained to do, or do they mostly do payroll and administrative assignment?
If the HRM team doesn’t do the right tasks, we will surely see that the HRM efforts don’t show the right results!
If this is the reason, I need to note, then it is better to restructure and find some finance/payroll persons or/and some administrative assistants to make the contracts and the payroll so that the HR Team can get the time to deliver the right results HR indeed can deliver.
If you don’t get it right with the HR work, your employees and leaders will not be offered the right HR services, and many other essential elements will be missing and your company will not be as strong as it had the possibility to be.
Shaping from the culture
If you don’t have defined the company’s culture, it can be difficult to shape the right guidelines and shape the development for your employees so it goes in the right direction and it will be too difficult to see how a company can grow using its own growing expertise stored in the current amount of the staff, and this will affect your competitiveness. My years in Human Resources Management have taught me that this is indeed an important aspect and it is some of the most important value your company does have on the market, the experienced employees.
One of the good news is that we can make a lot better results when we shape the HR platform rightly from the start.
Sometimes the Senior Management team needs to work differently, in this way so that the culture, the company core values and the key decisions about how we want to manage our employees will be an essential part of the everyday management work, but also this is often just a question about management discussions, decisions, and communications.
When the building bricks are shaped and ready to be used, Human Resources Management can deliver significant results; and HR will plan, guide, and energetically shape a development forum where we invite for a partnership with the management and the employees.
HRM will monitor and continually evaluate where we need to strengthen further and discuss this with the senior management.
The elements within HRM are like pearls on a string, and every one of the elements needs to connect and be used effectively and correctly so it fits the defined relations and targets for the full HRM work, if you secure this, you will see the biggest results.
To be successful with operational and strategic management today is not so simple, it should be connected with many tools and headings, some with attention on the company’s course; the arrangement for the business. Some with the focus on the company’s culture and core values, and this is why the normal Human Resources function is shifting more to be a strategic business partner and advisor, because this advisory service is needed, we basically need to show respect for more dimensions in our roles as leaders and HRM is the guide and the tool the senior management do have. Thus, both culture and core values, vision, mission, the business plan, and the HR plan are the basis of the road led.
We will meet resistance, it’s just normal, and we will use the change management tools to reach our goal(s). The key is communication, and to shape habits and traditions so that the HR circle will run every year after a plan.
It is an exciting task to create the plan, implement and ensure the consistency, selecting the tools and create direct cooperation with the management, set up in a simple form, presented with passion and engagement such that all the essential elements are explained and used; and the management will greatly be required in this teamwork.
That is the key for HRM to be successful, teamwork between HRM and the senior management. Often, when we do audits and we see this is missing, we often also see that the HR work doesn’t show the right results, and that is a shame.
HR needs to deliver strategic business objectives, and this is my big interest, to see the outcomes we shape, an outcome we shape together with the Senior Management.
To be successful with operational and strategic management today is not so simple, it should be connected with many HRM tools and headings, some with attention on the company’s course/the business plan. With the focus on the company’s culture and core values, and this is why the normal HR function is shifting more to be a strategic business partner and advisor, because this advisory service is needed, we basically need to show respect for more dimensions in our roles as leaders and HRM is the loyal guide and the tool the senior management do have. Thus, both the business plan, vision, mission, culture and core values are the basis of the road led.
Human Resources Management together with the senior management implements the strategic HR direction for the business; planning and implementing HR initiatives that are aligned with the respective business strategies. HRM can then provide direct advice and strategic partnering with business leaders to maximize the performance of the organization. HRM can maintain awareness and knowledge of the full range of contemporary HR theories, and provide suitable translating and convert the HR concepts and theory into system’s solutions to enhance the employee’s performance and business success.
We can identify, articulate and translate the HR needs of the supported organization to the Center Of Excellence (COE’s), and deploys appropriate processes and programs offered by the COE’s in ways that bring larger business value.
It will then be possible to shape and enable corporate HR initiatives that are aligned with business strategies and champion the deployment of standard HR processes across the organization.
We can bring light on, understand and monitor the effectiveness of HR programs through the use of metrics and HR analytics in a way that drives business performance. To follow the signals from the analytics, with the culture in mind, HR can even better support the senior Management so we can even more directly lead our employees, so we shape more happiness, higher effective.
Human Resources Management will then not only be doing payroll and administrative tasks but will be accountable for the successful deployment of all human resources, talent management, talent development and organization effectiveness processes, and you will see new reliable results.
Sometimes we meet people who don’t see the value in the Human Resources Management work or they talk about “what will be the next”, but the right Human Resources Management work can deliver solid results, so let’s focus on to do it right!
For some, it sounds complicated, and it is complicated, but you have HR to make it easier, and to run the agenda, to accelerate and guide the full HR work.
Also, you can incorporate more with the setup and strengthen the focus on the employees, placing focus on the management of the talent in your organization.
Please read my next article about talent management.
// Christian Hoffeldt
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