I participated in a global HR call today, likely one of my last as I depart the corporate world of work and re-enter independent consulting (glad to be back!). Our CHRO stated something simple yet profound, strategy drives structure. So what does it really mean to you where you work?
Do you have a strategy or plan in place to drive results to support and assist your lines of business? Do you have the technology in place to execute the strategy to begin with?
HR services directly support their lines of business, allowing them to perform, meet and exceed revenue, spend more time with their clients...well you see where I'm going.
If I am a line manager and it takes me 3 phone calls to find a person to onboard a new hire rather than clicking on a link on my own desktop - how much time does it take away from other activities that are core to my role? What if I hire 4 people a month on average and my revenue goal was increased by 6% for the year? The gap gets wider and as you can see that's only one activity - multiply that times 8-10 other activities I am responsible for as a manager. If you are thinking what I'm thinking you play catch up on Saturdays and 1 or 2 times out of the month an occasional Sunday afternoon as well. For those hard core HR folks out there, I am not absovling hiring managers of their "hiring" responsibilities, I'm just saying we need to make it easier and more efficient.
Technology is one piece of the puzzle - but the largest and most critical to drive strategy whether it be recruiting new talent, onboarding them or doing performance management once they are on staff.
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