As HR professionals we may struggle
with perceptions regarding our effectiveness in the workplace by line managers,
top management, and even the employees we serve. We may even find ourselves
trying to “sell” what our value is to the organization or combating a role that
has historically been seen as administrative and regulatory. As we strive to
enhance our roles within our organizations, we find many challenges associated
with HR leadership. How do we cultivate trust from our workforce? How can we be
seen as more effective in our roles? Trust and perceptions of value and
effectiveness are cultivated in a number of ways. Here are a few ways you can
build trust and effectiveness in HR.
Demonstrate your business and HR
knowledge
Most importantly, demonstrate that
you know what you are doing and have exceptional HR and business knowledge.
Continue to learn more in your field by attending training and engaging in
developmental opportunities. People tend to trust those that are knowledgeable
about their area of expertise. Research also seems to suggest that having
strong HR competencies, particularly displaying skills such as business
knowledge, delivery of HR, and management of change (Ulrich, Brockbank, Yeung,
& Lake, 1995), is linked to greater perceptions of HR effectiveness. A
survey just released by SHRM (2010) suggests that the five key competencies HR
professionals must have include:
*Effective
communication
*Strategic
thinking
*HR
knowledge
*Integrity
*Ethical
behavior
In order to demonstrate these
competencies, however, you’ll need to make decisions and implement programs
that generate positive results and outcomes for your business. This involves
having reliable data and information to back up your decisions. After all, your
decisions have major costs for your organization and you need to make sure they
are effective.
Integrate the perspectives of your top
managers.
In order to be a leader of your HR
function, you need to see the big picture and learn to see the perspectives of
other leaders and communicate with
them on strategy, market competition, sales, finance, and technology – as it
relates to HR and talent management. Always be prepared with answers to the
following questions:
*How
do our HR practices fit into the strategy and objectives of the organization?
*How
do our HR practices compare in the market (against our competitors)?
*How
do the costs of a particular program or initiative compare to its return in
productivity, performance, etc?
*How
can we employ HR strategies to enhance the effectiveness of our sales force or
other key areas necessary for profitability?
*How
can technology play a role in streamlining HR functions?
Walk the talk.
Comply with the same rules of
conduct, policies, or behaviors you expect of your employees. Apply policies
and procedures in a consistent manner and follow-through on what you say you
are going to do. Integrity and ethical behavior are viewed as some of the most
important competencies for HR professionals, and walking the talk will help you
express those competencies more fully.
Be responsive and accessible.
Remember that your job is to provide
HR services to your employees, managers, and business. Others’ view your
effectiveness, in large part, by the quality of HR services you provide –
recruitment, selection, on-boarding, compensation, benefits, performance
management, training and development, and more. Your responsiveness to employee
and line manager needs cannot be underestimated. Providing exceptional internal
service involves knowing and anticipating the needs of your customers and
responding to them accordingly.
In order to increase your competencies
as an HR professional, consider using resources and training provided by ERC to
enhance your skill sets and enhance your knowledge of current HR practices.
*Professional development: Increase
your knowledge of effective communication and HR practices by enrolling in HR University.
Sometimes we need more training, education, or skill in the field of HR to
address a problem accurately and appropriately. For new knowledge on HR topics
such as compensation and benefits, orientation and performance management,
staffing and recruitment, and communication.
*Research: Use
ERC’s research (Surveys, HR Help Desk, Research Library, and Online Member
Center) to help you make important decisions. Click here to log into the Member Center and
access these free resources.
*NorthCoast 99: Many
NorthCoast 99 winners have demonstrated their effectiveness and value to their
organizations and as a result have developed workplaces that attract and retain
top talent. To learn more about this program, please visitwww.northcoast99.com.
No comments:
Post a Comment