WHAT COMPANIES NEED FROM HR NOWADAYS

  I love Wikipedia. Excuse this deliberate love demonstration but I have to say, for me this thing is one of the biggest achievements of humanity. I wanted to read Goethe's Prometheus Poem and I found, once again, reasons to love Wikipedia more and more. Check this out, even if you are not interested reading the poem (although it is indeed an amazing poem, specially the last part). Isn't this astonishing?

Prometheus - Theodoor Rombouts / Royal Museum of Fine Arts Brussels

  Even if its not directly related, thinking about guilt, accusation, human striving is always inspiring to think on how corporations have been doing in the past and how they are trying to do today. 

  But this blog is mainly about HR, and I intend to keep things the way they are around here (by now) and that is why today I bring you a model, a typology on the perfect HR Manager. After finishing the book Re-inventing HR by Margaret Butteris these are some of the conclusions I came out from what CEO's and companies need from HR Management nowadays.

1. Structured leadership also in business matters. It is required HR has a wider impact and knowledge on business and specially the operational part of it to be able to adequate and reconcile the executive strategies with the company's specific knowledge management. At the end, provide the tools to help your human assets achieve the goals in a better and faster way.

2. Set up control and measuring strategies and mechanisms which permit measure and monitor the talent and the performance of their employees and this have to be dependent and specific to the role (competency models). Taking control of this patterns allow companies have a better leeway and knowledge on the relative causes of productivity and performance as well as executing as fast as possible compensatory plans (individual or team based development plans, redistribution of human capital...).

3. Promote the creation of company values that encourage a common culture and nexus that arouse a sense of belonging as well as nurture philosophies that cause positive impact attitudes in employees according to the interests of the company (increase productivity). The promotion of this enterprise culture align the individual interests with company interests.

4. Reduce the administrative tasks or even outsource them strategically to focus efforts and budget on the earlier points, which are focused on getting the most value from the specific human capital of the company.

5. Provide strategies, technical expertise and tools to increase flexibility and versatility, deal with ambiguity, conflict and change management... Ultimately to provide a human setting equipped to build a company ready to deal with dynamic and changeable scenarios.

6. Supply updated knowledge in human development, leadership and interpersonal savvy. HR should provide the company with the best practices that could allow a predictive framework on the upcoming endogenous or exogenous challenges.

Written listening to "Butthole Surfers - The Hole Truth... And Nothing Butt" album (Rate:9/10)

HR PEOPLE, THE EMPTY HEADED PLAGUE

  Here is an article, from some time ago, everyone interested in the HR field must read. Come on. Go ahead, I'll wait.

  Let me choose for you some inspiring soundtrack to ease your read.

  You're done, right? How does it feel to be hated with such conviction? I love this article. Everytime I find someone that works in HR field and should be rewarded with Best Classic Corporate Parasite Of The Year award I deliver this wonderful piece of genuine hate straight to his inbox.

  Check out the following comic strip that proves the same point but with Scott Adam's genius.

  When I started interesting myself on HR field this was the reality to face, lots of accommodated personnel of corporations all around, with no ambition and not a single interest in making themselves useful inside a company in a career wide range of time.

  We have to thank to these HR fathers that built this poor reputation, for letting us new flesh such a virgin playground to start making a real impact and change things for once and for all.

  So once we have stopped whining. How do we start making ourselves, HR Specialists, useful in today's corporations? Well, first of all being experts on getting the most from people.

  I recently read a great report on what CEO's expect from HR heads today. This are some of the ideas I found interesting reading the text and could be used as a guide to start developing ourselves to serve this needs.

1. Get to know how to get more productivity from fewer workforce. Learn group dynamics, how to manage diversity, embrace it and how to get the most from it. Corporations today need to improve their productivity, be creative promoting staff's own creativity to be better and faster.

2. Leaders need to understand how their teams can help organisations to succeed. HR heads can help them with strategies to inspire their teams, coach the leaders on their abilities to lead and inspire better.

3. The Head of HR need to have interpersonal saavy: High emotional intelligence, a superb perceptiveness about people and good communication skills. This is what CEO's expect from the head of HR and this is what the head of HR needs to deliver.

4. Help building a trustworthy and fearless feedback channel throughout the entire organisation, indistinct to the hierarchy. Constructive feedback move things forward. Always. No matter where it comes from.

5. Facilitate, serve as a bridge of clarification for the senior management team and the entire corporation. 

6. Talent Care. "Not only may the head of HR be responsible for recruitment into the team; he or she may also act as troubleshooter or henchman, removing underperforming or recalcitrant individuals, thereby preventing team dysfunction". Touché.

7. Take initiative. Days of the empty headed HR corporate parasites must be left completely over.

Written listening to "Framework - Skeleton" album (Rate:9/10)