{"id":544,"date":"2006-10-18T01:00:22","date_gmt":"2006-10-18T09:00:22","guid":{"rendered":"https:\/\/systematichr.com\/?p=544"},"modified":"2006-08-13T21:04:08","modified_gmt":"2006-08-14T05:04:08","slug":"sleepless-nights-in-hr-part-2","status":"publish","type":"post","link":"https:\/\/systematichr.com\/?p=544","title":{"rendered":"Sleepless Nights in HR Part 2"},"content":{"rendered":"

So obviously being dissatisfied with the HR.com list of leading concerns<\/a>, I had to make up my own list. The following is the systematicHR version of what I think should be keeping you up at night.<\/p>\n

What keeps you up at night (systematicHR.com Version)<\/strong><\/p>\n

1. <\/strong>Engaging my workforce<\/strong><\/p>\n

Why is engaging the workforce number 1 on my list? Having an engaged workforce is a key driver in business performance, but also has major ramifications in your HR operations as well. Engaged workforces create less turnover problems, self motivate for learning and career opportunities, and generally cause less support strain since they are not complaining bout as many things.<\/p>\n

2. <\/strong>Lowering the cost of HR operations<\/strong><\/p>\n

I said in the previous post that I don\u2019t care about getting HR a \u201cseat at the table.\u201d (BTW – I hope we all hate that phrase by now.) We should already be there. What I care about is getting HR to stay at the table.<\/p>\n

Let\u2019s face it. I don\u2019t want HR Operations to cost very much. What I want to spend money on is not the call center, data entry, or payroll systems. To the point that I can minimize these expenditures, the better because they don\u2019t add immense value to the HR strategy (the call center being an exception at times). What I do want is to spend lots and lots of money on my talent management programs and on communications. I\u2019d also like to spend lots of money engaging my upper and mid level managers in conversations about business operations. While perhaps not in the specific purview of the HR organization, HR.com did bring up a nice example of how you can partner with operational managers: take a dysfunctional team from unproductive to extraordinary.<\/p>\n

The communications is for branding purposes, but also for change management. See number 4 below.<\/p>\n

3. <\/strong>Workforce Strategy \u2013 U.S. Domestic Labor Pool and developing tomorrow\u2019s leaders<\/strong><\/p>\n

I am worried about the theoretical decline in talent we\u2019re supposed to be having in the next couple of decades. However, it\u2019s not because I\u2019m worried about talent management or staffing requirements. I\u2019m worried that if this does not motivate us to start developing the next generation of leaders right now, we\u2019re in big trouble. While I\u2019m increasingly hopeful that the current set of leaders is going to stick around for a bit longer than originally predicted, they still are going to retire sooner or later, and the remaining workforce still may not be prepared for it.<\/p>\n

We\u2019ll always have enough talent, and if we don\u2019t we can offshore it. But the identification and development of leaders is something we can\u2019t lag behind on.<\/p>\n

4. <\/strong>Managing ongoing change<\/strong> <\/strong><\/p>\n

Managing change takes the last spot of things I\u2019d be worried about. Whether it\u2019s as simple as a system implementation or policy and process change that requires some communications and retraining, or an acquisition of another organization, business is in constant flux in today\u2019s world and the rate of change is only going to get faster.<\/p>\n

I\u2019ve stated it before, HR sucks at change management. If fact, I don\u2019t know if most HR practitioners knows what change management actually is. We\u2019re so embedded in the routine communications and in training, we\u2019ve missed the boat on managing and changing employee behaviors \u2013 the real nuts and bolts behind change management. This is a critical element for HR to be good at and we simply don\u2019t have the competencies needed.<\/p>\n

What keeps me up at night might not be what keeps you up at night. I\u2019m looking at this from an HR industry perspective. Your organization could have some very specific needs. Regardless, I still believe these 4 issues will determine how HR moves forward into the future, and how we\u2019ll respond to the multiple potential future business environments.<\/p>\n","protected":false},"excerpt":{"rendered":"

So obviously being dissatisfied with the HR.com list of leading concerns, I had to make up my own list. The following is the systematicHR version of what I think should be keeping you up at night. What keeps you up…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[37,10,8,16],"tags":[],"class_list":["post-544","post","type-post","status-publish","format-standard","hentry","category-change-management","category-engagement","category-strategies","category-workforce-planning"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/544","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=544"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/544\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=544"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=544"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=544"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}