June 2008
Changing Our Thinking about "Human Resources"
By Linda Andreani
Einstein on (Business) Challenges
"We cannot solve our problems with the same thinking we used when we created them."
-- Albert Einstein
In our world of continuous change, and the business challenges that ensue, the genius of that quote reminds us that change not only presents us with problems but also challenges us to create ingenious solutions.
A constantly changing business environment presents problems that require new and divergent thinking. Moving forward with divergent thinking is a necessary action for achieving business outcomes. However, that is much easier to talk about than to actualize. One of the hardest things to change is human behavior; when individuals know change is afoot, they often hunker down.
The reality, though, is that change is everywhere. There is no longer a beginning and an end, simply a continuum; and the external environment forces the issue for organizations to respond.
Human Resources: Changing How We Think About "HR"
Even during times of great change, one of the constant and critical discussions that confront organizations is their ability to attract, retain, and develop talent -- the key asset of an organization. "Employee engagement" is a hot topic; it is no less than the emotional and intellectual commitment employees feel to their organization or subgroup within the organization.
Often, talent/people-related issues are treated as expenses and viewed in a vacuum, instead of being embraced by leadership as a strategic investment to achieve ongoing business outcomes. Thus, Human Resources is left to manage a talent process that lacks a "seat at the table," leadership support, and adequate data-driven tools. Managing talent is treated as a compartmentalized endeavor rather than as a systemic, holistic enterprise.
Same thinking has created this problem. A shift in thinking is needed to consider HR as a strategic resource, which will help organizations address their problems and, thus, move to a much richer place: richer in terms of a more engaged and productive workforce, higher levels of customer service, decreased costs, increased revenue, and more purposeful and meaningful work -- which naturally translates to even more innovation.
Human Resources: The Opportunity
Organizations need to support Human Resources with internal and external resources to sufficiently assess business performance and activate necessary interventions.
Depending on the size of the organization, internal HR departments may have the expertise and time to lead change projects. In larger corporations, organizational development (OD) expertise is maintained in house and can handle the lead project management role for change-management initiatives. Where OD expertise is not available in house, outside consultants can be retained for a project.
Key factors for successfully meeting objectives in the change process include:
- Identifying the organization's business drivers.
- Assessing the organization's performance.
- Analyzing the organization's performance issues.
- Defining and implementing initiatives to drive performance.
As you can see, the focus is on performance as a contributor to the bottom line. In all aspects of talent, it is critical to determine and narrow the gap between "people policies" and business results.
How Do You View "HR"?
Now, take a fresh look at your own Human Resources -- your ability to attract, retain, and develop talent, engage employees, and lead change processes. Do you have the resources needed to think creatively, change your organization, and solve new problems? Please contact us at Win-Win Workplace Solutions if you would like to dialogue about the challenges you face, and how to find new and creative solutions that will fit your organization and create lasting and successful change.