Archives 2006

How to Build a Strong Human Resources Partner

What is the secret to creating and managing a successful human resources function? With so much at stake, HR must step up and demonstrate it is worthy of the human and financial capital entrusted to it.
By Derek Carissimi
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e¡¯ve all heard these words, or something similar, uttered at one time or another by every CEO in the country. We¡¯ve heard these words so often they¡¯ve become clich¨¦, and almost meaningless.

How many organizations really believe these words and conduct business accordingly? How many give human resources equal status and importance with finance, marketing, medical affairs and patient services? The good news is: more and more every day. The bad news is: not enough.

As staffing shortages continue; the true cost of employee turnover finally hits home; the connection between employee satisfaction and patient satisfaction is recognized; the importance of effective employee relations understood; the number of dollars and percent of budget devoted to employee benefits acknowledged; and the exposure to employee-related lawsuits realized; organizations throughout the country are coming to appreciate that employees truly are the organization¡¯s greatest asset–and expense.

As such, human resources, which is charged with managing the “people function,” is a very important role and needs to be on the same level of the corporate food chain as finance, marketing, IT, et al.

That being said, what is the secret to creating and managing a successful human resources function? With so much at stake, HR must step up and demonstrate it is worthy of the human and financial capital entrusted to it.

Traditionally, this has not been a strength of human resource leaders. Reliance on the touchy-feely and warm-fuzzy intangibles is no longer adequate as HR must step up to the plate and become a true business and strategic partner.

How to step up to the plate? Here are the building blocks to establish an effective human resources function:

Aggressive recruitment
Keeping the organization staffed is, and will continue to be, an essential function of the effective HR department. Today¡¯s recruitment strategies, however, must be different than in the past.

Very few organizations have invested in the most fundamental and necessary component of a strong recruitment program¡ªthat being the preparation of a workforce projection document. Workforce projection consists of an in-depth analysis of the staffing needs of the organization five to 10 years into the future.

This analysis, done by job classification (i.e., staff nurses, pharmacists, respiratory therapists, food service workers, etc.), must include the following components: (1) projected voluntary and involuntary turnover; (2) projected retirements based on the current age of employees in each job classification; (3) projected growth or decline of each of the organization¡¯s service lines; (4) anticipated population growth or decline in the community or communities the organization serves; (5) geographic shifts in the population, anticipated growth and strategies of the organization¡¯s key competitors; (6) future plans of local and state governments.

Only after the workforce projection analysis is complete is human resources in a position to aggressively recruit, and even more important, direct resources in the proper direction, effectively utilizing budget dollars.

Aggressive recruitment in today¡¯s world is definitely different than in the past.

Newspaper advertising, long the staple, is no longer effective. Spending significant amounts on newspaper recruitment is a waste of resources. Instead, more creative methods are required.

Today¡¯s recruitment requires the extensive utilization of on-line methodologies, including resume mining, applicant tracking, on-line applications, the extensive use of banners and headlines, and direct messaging to the targeted audience.

Cold-calling, direct mailings, recruitment events, employee referrals, internal career mobility programs and the use of targeted professional journals are the ways to attract candidates. It is also important to include current employees in the formulation of strategies and focus groups in the community, and elsewhere, to determine what the public thinks of you as an employer, and why current employees came to, and stay with, your organization.

It is also crucial to have a robust exit program to determine why employees leave the organization. Lastly, recruitment must not be the sole responsibility of human resources.

Hiring departments–and indeed, all managers–must have a stake in keeping a low vacancy rate. The best way to accomplish this is to include it as a performance measurement item that determines pay adjustments.

Education
Invest in your employees. Once on board, new employees must be immediately immersed into a culture of continuous learning.

Starting with the new-hire orientation program, employees must feel the organization¡¯s commitment to education and continuous learning. Such commitment translates into an investment on the part of the organization to its employees.

Meaningful tuition reimbursement programs, salary increases for certifications, salary adjustments for the attainment of degrees, tapping skilled employees to teach, career ladders, the opportunity to attend internal and external workshops, rewards for publishing articles and books and for presenting at professional conferences, mentoring programs and internal career mobility programs are all ways to demonstrate commitment to education and a culture of continuous learning. With a little creativity and innovation, these outcomes can be achieved with less expense than one might think.

Communication
Communicate early and often.

There is no substitute for communication in establishing a loyal workforce. Human resources should be the focal point for employee communication.

Organizations frequently hide behind the cloak of confidentiality as a reason for not communicating with employees. In reality, however, there is a lot we can tell employees without hitting the confidentiality barrier.

To be credible, communication needs to be open, honest, truthful, frequent and humble–and should disclose as much as possible, good news or bad. It must also be two-way and come in a variety of formats, such as newsletters, open meetings, letters to the home, opinion surveys, 360-degree evaluations, management rounding, rumor hotlines, open-door policies, broadcast voice mails, management meeting minutes and information centers.

There is no secret to effective communication. It is easier said than done, however. If an organization trusts its employees as stakeholders in the business, this process of communication will come easily. Without trust, it will prove very difficult.

It is human resources¡¯ responsibility to develop the good will and foundation for effective communication. It is then HR¡¯s responsibility to coordinate the ongoing process of solid two-way communication.

Without a good communication program, there is no way an organization can succeed. With one, there is no way it can fail.

Recognition
The fourth building block for constructing a strong human resources function is an organized and methodical employee recognition program. Many organizations believe they have a recognition program because they have a service awards luncheon once a year and an annual company picnic.

These activities are good if part of larger effort, but virtually worthless if they stand alone.

Today¡¯s recognition programs must be broad-based, long and short term in nature, individual versus event-oriented, and woven into the culture of the organization. A culture of recognition is one where employees know they are appreciated every day, without corny or awkward gestures from managers and administrators.

There are five objectives for a recognition program:

To build a long-term relationship with each employee.

To address issues before they become major problems.

Recognition programs sound like a no-brainer. It¡¯s hard to disagree with the concept, isn¡¯t it?

Nevertheless, a relatively small number of employers actually have one. It¡¯s easy to throw together a couple of events every year and say we have a recognition program.

But we don¡¯t.

A true recognition program must be systematic, methodical, in writing and measurable. It must also allow for spontaneous recognition every minute of every day, and it must allow for employee peer recognition. A recognition program that doesn¡¯t allow for spontaneity, and for employees to recognize one another, is doomed to failure.

Organizations without comprehensive recognition programs should remember the following: (a) praise and recognition are keys to employee satisfaction; (b) employers receive the lowest ratings from employees in the area of recognition; (c) high employee satisfaction equals low turnover; (d) according to employees, being ignored is the worst.

In conclusion, despite the clich¨¦, people really are the organization¡¯s greatest asset; as managers of the people function, human resources deserves recognition as a business and strategic partner, but must step up and prove its understanding and connection to the business; and the building blocks of a strong human resources function are (1) aggressive recruitment, (2) education; (3) communication and (4) recognition.

An HR function strong in these four areas will be successful and meaningfully contribute to the success of the organization.

Senior engagement key to employer branding

SHRINKING TALENT pools, increased mobility of workers, an ageing workforce and a desire on the part of younger generations to work for companies that are honest in their dealings with employees are driving an increase in employer branding.

Brett Minchington, managing director of Collective Learning Australia, said HR professionals need to engage senior executives in the benefits of developing a strong employer brand and its impact on the ability of the firm to attract, engage and retain talent.

¡°In essence, HR needs to develop a business case that is written in the language that will engage the hearts of mind of those at the top,¡± he said.

¡°To develop a culture that is supportive of the employer brand concept and is reflected in the actions of leaders at all levels of the organisation, firms should measure employee engagement and/or satisfaction and commitment on a consistent basis and link the results to financial performance.¡±

Speaking at a recent Select Australasia event in Sydney, Minchington also said employer branding should not be the sole responsibility of HR, even though research shows that, globally, the strategy is generally driven by the HR department.

¡°Ideally HR should work closely with the marketing and internal communications department to ensure that there is consistency in the development and communication of the employer brand internally and externally,¡± he said.

¡°Without the support of the MD or CEO, it is unlikely employer brand efforts will achieve the financial and operational outcomes being experienced by firms that integrate employer brand efforts into their overall business strategy.¡±

He also noted that the biggest criticism by owners and senior management of employer brand activities has been the lack of measurable outcomes for their investment.

¡°In simple terms, what doesn¡¯t get measured doesn¡¯t get managed. There are a number of human capital measures to determine the ROI of your employer brand program,¡± he said.

HR’s Hand in Productivity

Few HR leaders attempt to take responsibility for their workforce’s productivity.
By John Sullivan
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Iroutinely ask HR leaders around the world, “Do you see increasing productivity of your workforce as a primary part of your job, and do you compare your results with those of your worldwide competitors?” The response of most leaders is the same: bewilderment, a long pause, a blank stare. It continues to amaze me that HR leaders do not recognize that every business function, whether it be marketing, finance, production or HR, is in the productivity business. That means continually getting more out of every dollar you spend on the resources that you control.
Workforce productivity is in the news: I am highlighting this issue because workforce productivity is in the news on a daily basis. Corporate giants like Ford, Kraft, Hewlett-Packard, United Airlines and General Motors are being pounded by analysts because their labor costs are skyrocketing past those of their domestic and foreign competitors.

My point is simple: Despite the constant rants by analysts and CEOs, few HR leaders attempt to take responsibility for their workforce¡¯s productivity. In finance, for example, calculating the productivity of financial investments is a common practice, as in real estate, marketing, manufacturing and supply-chain management. Measuring workforce productivity is not that hard. The most basic measure is simply the cost of the inputs (all salaries, benefits and HR department costs) compared with the value of the outputs (production output value, revenue or profit).

HR must declare itself “captain of the ship”: One argument I often hear is that HR does not directly manage the workforce and therefore cannot be held directly responsible for productivity. That argument is weak. Every other corporate function is held accountable when the resources that it manages do not produce adequate results, so why should HR be exempt? HR must declare itself accountable and then design systems that influence, cajole and sell managers and employees so that the productivity levels of the workforce remain competitive.

Cutting costs is easy; managing strategically is hard: Occasionally HR leaders will respond that they do manage the productivity of the workforce by manipulating labor costs. Any accountant can figure out how to shave 10 percent off the budget, but developing systems to maximize the output of all the budgeted pieces requires significant thought and coordination. This, in my estimation, is the true purpose of HR: to increase workforce productivity through activities that increase the other (but most important) side of the ROI equation, which is revenue. If HR leaders can shift their emphasis to driving increases in workforce output without increasing people costs, they will have demonstrated that they can strategically manage the workforce.

Global competition is forcing HR to change: Globalization and economic growth in China, India and Eastern Europe, where labor rates are significantly cheaper than in the United States and Central Europe, will make managing workforce productivity an imperative for organizations that wish to survive. This new imperative means that HR must monitor labor productivity and advise senior management when moving offshore or outsourcing presents an opportunity to better compete. HR must begin to look at what type of work must be done and under what parameters, and then suggest to management what labor type to use and where such labor should be sourced or located. In addition, HR must advise managers when they have too many employees before a wide-scale correction is needed. Labor costs will be a component of the analysis, but they cannot be given more weight than quality, innovation and agility.

I argue that these wake-up calls signal that it is time for the DNA of HR to change. The new HR leader learns from the old slogan “What¡¯s good for General Motors is good for the country.” But the lesson learned is a new one: Managing workforce productivity like HR at GM has may be the cause of your organization¡¯s downfall.

Job Search Strategies Like Playing Chess

Every job seeker…and there are lots of you out there…wishes there was a “magic formula” to accelerate their job search. The truth is how well your job search fares is directly dependent on preparation. Just like in the game of chess, a sound strategy before you start to play is more likely to reap success than just “winging it”.

Here are 3 preparation strategies you can use now, so your job search is equipped with a winning game plan:

1. Get FOCUSED: What specific occupational field, what level within that field, and what industry (or industries) of choice are you targeting? For example, you may be passionate about outdoor adventuring and have a background in retail sales and sales management. You may choose to focus on Retail Sales (occupational field) Manager (level within that field), Outdoor Sports Equipment, Accessories, Services and Vendors (industries of choice). The employers in your industry (or industries) of choice are your target audience, rather than any employer anywhere!

Trying to be all things to all employers in a “generic” resume just doesn’t work anymore. Keyword resume-sniffing software mandates that the job seeker or career advancer identify exactly what they are going after, and then crafting their marketing message around that, incorporating required and desired keywords for the occupational field, level of position, and industry.

2. Get BRANDED: Differentiation is key to career and job search success. You cannot appear to be just another one of the thundering herd. So knowing your personal brand – what makes you unique and different from your competitors, as well as what attributes your target audience really values – AND being able to express that in your marketing materials (like your resume and cover letter) will put you ahead in the job search arena.

Personal branding and the 360Reach personal branding assessment – a confidential online branding assessment – can aid you in unearthing your personal brand so you can begin to use it effectively in your job search.

3. Get UPDATED EDUCATION and TRAINING: Do not assume that Associate’s or Bachelor’s Degree you got 10 or even 20 years ago suffices anymore. Employers want to see that you are actively engaged in learning about advancements in your field. They do not want to have to train you on what they believe you should already know.

If you technology skills are rusty, look at non-credit courses at your local community college or even tutorials online. To stay updated in your professional field, you can take courses (credit or non-credit) or join a professional association in your field and attend the workshops and conferences. If the association offers credentialing, consider it. Objective evidence of up-to-date skills and knowledge, like credentials, offer proof that you are serious about your career and the value you can bring to a potential employer.

BONUS – Keep track of your ACCOMPLISHMENTS: Accomplishments are the “meat” that makes up your resume’s main course. Without relevant and convincing results, you may be perceived of by an employer as just a “seat warmer” in your current (or past) jobs. That’s not exactly a stellar approach to securing a potential new employer’s interest. But, benefits (accomplishments) are! What better place to showcase the benefits of hiring you than by demonstrating what you have been able to accomplish for others in the past.