HR planning is done annually and few organizations do plan for 3 years and they call it perspective planning. Lot of thoughts and ideas are discussed and finally translated into HR strategy for next 1-3 years. Isn't it exciting!
Most often these plans are developed to meet the expectation of Top management and BU heads, who are major stake holders for HR. Many good ideas HR professionals conceive do not take expression, since they fear, it may not be understood or appreciated by their stake holders.
Many a times HR is perceived to administrative in nature and very rarely given opportunity to truly demonstrate what they truly believe in or capable of demonstrating. Many good ideas are knocked down, since top management and Business leaders are afraid of the jargon or framework they propose. They are not comfortable giving control to HR professionals to play an advisory role.
Good way to address this issue, is to place responsibility on HR professional to come up with ideas, and provide recommendations, as to what is good for the business, with due consultation with relevant holders. Sometimes this will put things in positive perspective, and right environment is created for HR to put forward their view.
Some of the common high impact HR solutions that can benefit organization can be:
1. Balanced Score Card design, is a powerful tool for organization to implement their organizational strategy, by creating Strategic map, linking strategy to Objectives & performance indicators under perspectives like Customer, Financial, and Process and learning Growth. This will help in cascading strategy and link the last employee to be part of strategy, it will also provide a framework to measure and monitor business performance
2. Please consider Assessment/Development Center to develop 2nd and 3rd level leaders. This tool has a very high reliability of 0.65 compared to any other type of Assessments. Which means, for every 10 Assessments you make 7 will be accurate assessments. This tool is very helpful in leadership Selection, Graduate Trainee Selection, Succession planning, key promotional decisions, Hi Pot employee identification to name a few. Additionally consider including 360 degree/Behavioral Assessments.
3. Consider Shared Services/HR shared Services as another concept if you want to leverage Economy of scale, improve process optimization, improve efficiency & save cost to business. These are very helpful if you have multiple business groups and there are some common business Services and Corporate services are commonly provided to these business groups. You can optimize the processes by bringing them under Shared Services, use Technology to connect, and see how effectively service can be delivered using this concept.
4. In order to strengthen your HR systems and processes and create a systematic approach for improving HR practices, please go through People CMM Capability Maturity Model v.2 developed by Software Engineering Institute, CMU. This framework contains nearly 499 best practices in HR and they have been adopted by various countries viz. India, US, Middle East, Korea, China, Australia, many south East Asian countries. It has around 5 levels of maturity to bench mark your HR with these best practices and systematically develop using structured approach. People CMM link: https://www.sei.cmu.edu/reports/09tr003.pdf please also refer to Investor in People another framework in HR, which can help you align HR from business point of view. Refer to link:https://www.investorsinpeople.co.uk/sites/default/files/IIP%20Framework%20Summary.pdf
5. Leadership Coaching for first six months, whenever a new leader joins the organization is worth to consider as many new leaders struggle to perform initially and align themselves to the new system, and become a contributing member soon( as they need to cater to multiple stake holders :Top management, Peer group, subordinates, Client, Board). They have to prove their worth in a shorter period of time. Burn out rates are higher and acceptance issues puts more stress. Coaching is very helpful tool to align new leader to organization
6. Strong Analytics including HR analytics found to be beneficial to consider as it provides early insights/projections on future business reality. Some intelligent business focused lead and lag indicators provides information to management to take timely management decisions that can impact Topline or bottom line.
7. Periodic HR audit at minimum once in 6 months are very helpful in addressing implementation and institutionalization issues.
8. Survey tool considered to be very helpful to know organization pulse and taking relevant interventions that has maximum impact to the organization. It is ideal to have this done atleast once a year. Some progressive organization do have faster mechanisms like opinion polls/department polls conducted periodically or based on need to continuously engage employees and to know their pulse.
9. Leadership selection is very critical to any organization. Decision need to be accurate. Hence it is better to use Behavioral assessments or psychometric tools,Assessment Center, enough time should be devoted to select good leaders.
10. Promotions for key positions,use Assessment Center, so that these are accurate, besides your regular internal appraisal.
11. Role based and competency based Training programs to focus on building Capability rather than just skills. These are the need of business today.
Aravinda Prabhu T is an experienced HR Global consultant worked in India, US, Africa, Oman and South East Asia, assisting and advising over 100 organizations across various industry verticals. He can be reached at aravinda.prabhu@mpower-hr.com
Please share few lines on high impact HR areas you consider most important ones and beneficial to organization.
Also See
https://www.linkedin.com/pulse/20141125172046-18881634-what-is-next-post-people-cmm?trk=mp-reader-card
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