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Actual for You - Add Value To Your HR Practice
Imagine if every morning when you awoke, there was a card table with a mound of jigsaw puzzle pieces on it. And your job every day was to put those pieces together to create a finished puzzle. And tomorrow morning when you awoke, there would be another new mound of pieces to add to today’s.Only, you have no idea what the final picture is supposed to look like, because they didn’t give you the box with the finished picture on it! How would you proceed? How would you know how far you had to go to get done? How would you know when you were done?This is life without a plan, life without a Preferred Future. And the law of this life is this: “If you don’t know why you
Another point is, we are most often c
A key characteristic of a successful business is its ability to give clients what they need in a way that keeps them coming back for more. The concept seems easy enough, but how does one actually go about doing it?There is a lot to consider when providing for a client; not only do you have to keep the needs of your sales leads in mind, but you also have to know the limits of your company and your sales associates. It’s a lot to think about for just one customer, isn’t it?Not really. People become lifelong customers for very simple reasons – respect, commitment, and understanding. Offer these basic human needs to customers and they will come back for more.
By the way, this is not just for HR people but also for non-HR managers who understand that human resource management is a line function.
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HR discipline is a closed niche, at least from my perspective. This has both a positive and negative impact. Let’s try to discuss some of the points.
The Good Side
Being highly-specialized, HR is an indispensable factor in every organization. In fact, when companies implement labor-saving device like retrenchments and lay-offs, the last one to go will always be HR people. Most often, they don’t go at all.
The nitty-gritty, or what is sometimes called the “dirty job,” will always be HR’s – nobody wants to handle them, definitely not manufacturing or sales. Even to the point of disciplining their own men, departments oftentimes rely on HR to do this for them – which I believe is a practice that belongs to the old school of thought. And the ultimate horror of management function – terminating employees, is always the butter on HR’s bread. No wonder, we’re always the last to go!
These are just the tip of the iceberg, so to speak, on the importance of the HR function in an organization. What a big tip!
The Bad Side
However, being highly-specialized also brings with it a great disadvantage. In terms of promotions and organizational movements, seldom is HR considered if at all. That’s why we almost always see somebody who joins an organization in the HR department, and retires in the same department 40 years after. Not too bad! I mean, at least one keeps his job over the long haul.
Another point is, we are most often co
Nothing contributes so much to tranquilizing the mind as a steady purpose - a point on which the soul may fix its intellectual eye. - Mary Wollstonecraft ShelleyStep Two to Achieving Career Joy - Go Back to What You LoveMuch of my work with individuals focuses on the desire to appreciate, nurture, and strengthen the mind-body connection and therefore, whenever I speak with someone who feels very stuck, trapped in their current situation, or entrenched in old and unproductive ways of thinking, I often suggest a very simple exercise that allows them to move, if ever so slightly, to a different place.When people are unhappy in their jobs they o
The Good Side
Being highly-specialized, HR is an indispensable factor in every organization. In fact, when companies implement labor-saving device like retrenchments and lay-offs, the last one to go will always be HR people. Most often, they don’t go at all.
The nitty-gritty, or what is sometimes called the “dirty job,” will always be HR’s – nobody wants to handle them, definitely not manufacturing or sales. Even to the point of disciplining their own men, departments oftentimes rely on HR to do this for them – which I believe is a practice that belongs to the old school of thought. And the ultimate horror of management function – terminating employees, is always the butter on HR’s bread. No wonder, we’re always the last to go!
These are just the tip of the iceberg, so to speak, on the importance of the HR function in an organization. What a big tip!
The Bad Side
However, being highly-specialized also brings with it a great disadvantage. In terms of promotions and organizational movements, seldom is HR considered if at all. That’s why we almost always see somebody who joins an organization in the HR department, and retires in the same department 40 years after. Not too bad! I mean, at least one keeps his job over the long haul.
Another point is, we are most often c
Sometimes when I read franchise prospectuses I am struck by the tone used in the copy. One would think that franchises are charitable institutions judging from the way that they seem to be practically giving away their business to prospective franchisees!However, every now and then the mask slips and the true nature of the relationship becomes clear. Here are a couple of quotes from an article written for the benefit of franchise owners.'Business owners considering launching a franchise should be draconian in the way they manage franchisees''In a nutshell, micro-manage (your franchisees). Weekly reports are filed and any discrepancies or signs for concern
The nitty-gritty, or what is sometimes called the “dirty job,” will always be HR’s – nobody wants to handle them, definitely not manufacturing or sales. Even to the point of disciplining their own men, departments oftentimes rely on HR to do this for them – which I believe is a practice that belongs to the old school of thought. And the ultimate horror of management function – terminating employees, is always the butter on HR’s bread. No wonder, we’re always the last to go!
These are just the tip of the iceberg, so to speak, on the importance of the HR function in an organization. What a big tip!
The Bad Side
However, being highly-specialized also brings with it a great disadvantage. In terms of promotions and organizational movements, seldom is HR considered if at all. That’s why we almost always see somebody who joins an organization in the HR department, and retires in the same department 40 years after. Not too bad! I mean, at least one keeps his job over the long haul.
Another point is, we are most often c
Steel buildings can and are quite often purchased via the web. There is no telling what products you will find being sold on the web! But, is there really a reason to look to the web for your needs in steel buildings? We think so! In fact, many of the best products that you can purchase can be done so on the web.The first phase of any project is research. For that, you can definitely turn to the web. There is no other place in the world with so much information that is so readily available to anyone, at anytime. And, that goes for researching your steel building needs as well. You will find manufacturers, designers, and pre fabricators ready and waiting to conta
These are just the tip of the iceberg, so to speak, on the importance of the HR function in an organization. What a big tip!
The Bad Side
However, being highly-specialized also brings with it a great disadvantage. In terms of promotions and organizational movements, seldom is HR considered if at all. That’s why we almost always see somebody who joins an organization in the HR department, and retires in the same department 40 years after. Not too bad! I mean, at least one keeps his job over the long haul.
Another point is, we are most often c
Change is critical to your success and happiness. I cringe to think what might happen in our lives if we don't allow ourselves the opportunity to make the appropriate changes. Sure, we can pretend that we don't need to change, that there is nothing wrong with our lives. Then, however, we soon forget the consequences of not taking action and making the changes we know we need to make. One story that illustrates this point well is from Samuel Whitman. The ice storm wasn't generally destructive. True, a few wires came down, and there was a sudden jump in accidents along the highway.... Normally, the big walnut tree could easily have borne the weight that formed
Another point is, we are most often considered as idea-implementers and not idea-generators. We may have spearheaded a company-wide “Employee Suggestion System,” without even participating. Why can’t we? Of course – it seems awkward if we give rewards to ourselves (just in case our suggestion gets implemented). Well, some mature organizations have a way out of this trap.
O-I-C
So how do you get out of this cycle (please note I didn’t say “vicious;” if you think it’s a vicious cycle, please read again The Good Side).
By putting yourself into the company’s profit stream. Mind you, it’s not easy. You need to develop some new skills, something that contributes directly to your company’s bottomline. It means investing in yourself – time and effort. Again, it’s not easy. It takes 1,000 hours to learn a new skill; 5,000 hours to master that skill.
Oh my, I’d rather stay in HR (did I hear you say that?). For those who dare to venture, come with me! Let’s get down to specifics.
One very good skill you can learn is making a website. Please don’t shout at me – “IT BELONGS TO IT DEPARTMENT.” In todays hi-tech everything, you can’t leave your fate to anybody's hands. You must learn how to do it if you want to survive.
But what are the benefits of learning this skill? Good question. And this is especially true to companies who maximize the use of modern technology. As HR, we have lots of programs – recognition, simpl
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