{"id":870,"date":"2008-03-31T01:00:29","date_gmt":"2008-03-31T09:00:29","guid":{"rendered":"https:\/\/systematichr.com\/?p=870"},"modified":"2008-03-31T01:01:06","modified_gmt":"2008-03-31T09:01:06","slug":"making-hr-indispensable","status":"publish","type":"post","link":"https:\/\/systematichr.com\/?p=870","title":{"rendered":"Making HR Indispensable"},"content":{"rendered":"

When we talk about employee engagement, we\u2019re talking about the employee\u2019s willingness to work an additional discretionary period of time to complete a unit of work.\u00a0 This basically means the employee is committed to the organization, the project, the job, or the team \u2013 and hopefully a combination to more than one of those.\u00a0 When we talk about engagement with HR, we\u2019re talking not only about management\u2019s view of HR as a business partner, but also management\u2019s dependents on HR.\u00a0 The key here is that you don\u2019t want them to just see you as a valuable partner, you want them to see you as a critical and indispensable partner.<\/p>\n

There are a few key questions I\u2019d ask to discover if you are indispensable to management:<\/p>\n

    \n
  1. Do they know what you do?\u00a0 This is of course the first hurdle.\u00a0 If they don\u2019t know what you do, they can\u2019t possible value you.\u00a0 I\u2019m not talking about knowing that you do the recruiting or manage benefits.\u00a0 I\u2019m talking about if they realize you put together comprehensive workforce analytics and benchmark your organization\u2019s competencies against the competitors.<\/li>\n
  2. Do they think you deliver?\u00a0 It\u2019s nice if you do a detailed survey of the organization.\u00a0 However, can you make those analytics meaningful to the business user?\u00a0 Do you even make those analytics available to the business user, or do you simply sit on the report within HR and talk about what to do amongst yourselves?\u00a0 Delivery includes two things:\u00a0 First, do you deliver and get product to management, and second, do you get them product that they don\u2019t even know they need until they see it.<\/li>\n
  3. Do they think you are good at your job?\u00a0 The next hurdle is if they think you are good at what you do.\u00a0 So now you\u2019ve delivered product, and it\u2019s great.\u00a0 Can you make it meaningful to them?\u00a0 Most of our business managers are not focused on HR issues.\u00a0 When we show them workforce analytics, they don\u2019t know what to do with them.\u00a0 It takes some time to help them understand what the talent implications are.\u00a0 Allowing a manager insight into her workforce and where it is headed, where productivity barriers might be, and how eliminating those barriers improve their bottom line can be and should be a role of HR.\u00a0 We can\u2019t just deliver.\u00a0 We have to create meaning.<\/li>\n
  4. Do they think you are strategic?\u00a0 Ahh, so now they know what\u2019s going on because you have created meaning out of some obscure analytics that previously were only decipherable by HR.\u00a0 Can we please help our business managers by creating action plans with them?\u00a0 They have great workforce analytics and now they know they need to improve the talent situation to improve the bottom line.\u00a0 It\u2019s our job to create that plan with them and follow through to implementation.\u00a0 Once we\u2019ve implemented, part of that plan needs to be about measuring the changes in the original analytic we produced, and hopefully also showing what the improvement to the bottom line was as well \u2013 the metric the business manager really cares about.<\/li>\n<\/ol>\n

    We all sit around and talk about things like \u201cseats at the table\u201d and talent management.\u00a0 HR processes are great, but we need to realize that in order to really create value, we need to participate in the business.\u00a0 By engaging management at all levels, we can do this, and finally make HR a profit center instead of a loss leader.<\/p>\n","protected":false},"excerpt":{"rendered":"

    When we talk about employee engagement, we\u2019re talking about the employee\u2019s willingness to work an additional discretionary period of time to complete a unit of work.\u00a0 This basically means the employee is committed to the organization, the project, the job,…<\/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":[8],"tags":[],"class_list":["post-870","post","type-post","status-publish","format-standard","hentry","category-strategies"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/870","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=870"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/870\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=870"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=870"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=870"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}