The HR Specialist newsletter posed the following question to three of the leading HR thought leaders in America today: “What makes an HR professional an indispensable leader in an organization?”
Their answers pointed to the following 5 actions:
1. They think strategically. Administrative skills are easy to outsource. Strategic talent is not.
You probably spend your day juggling personnel problems. Putting out legal brush fires. Wearing lots of different hats. You’re working hard, and you may think you’re making yourself indispensable. But, in fact, you’re making yourself a better candidate for outsourcing.
Spend 15 minutes each month with the nationwide HR Specialist newsletter to get a fresh look at the big picture, to understand the mission of your organization and to discover how human capital can support that mission. Here's how...2. They track the right numbers. A recent article in The HR Specialist newsletter revealed that while most HR managers keep track of such “transactional” data as turnover and absenteeism, these are not the statistics that executives find most interesting, useful or valuable.
“If your organization is expanding into a new region, you don’t simply follow orders to hire more people," says Kim Ruyle, VP of product development at Korn Ferry Leadership and Talent Consulting. Instead you say, ‘This is what it takes to get the right people and this is where we will fail if we don’t.’”
3. They know the financial relationship between HR and the bottom line. “They ‘dollarize’ their thinking and speech,” says top HR consultant John Sullivan, head of Dr. John Sullivan & Associates in Pacifica, Calif.
“They don’t say to management, ‘The turnover rate is 20%.’ They say something like, ‘Turnover costs were $20 million last year and our profit was $10 million.’”
The HR Specialist will show you how to pitch your technology project in “finance speak” to get it approved. How to boost your stature in the organization by making HR a money saver, not a money drain. Even how to use the news media to make your organization (and yourself) better known in the community. Try a subscription now...4. They get managers on their side. Let’s face it, most managers regard Human Resources as an annoyance or, worse yet, as an obstacle to getting things done.
True HR leaders are “credible activists,” says Dave Ulrich, co-founder of the RBL Group, a Utah-based HR consulting firm, and author of The Leadership Code. Real HR leaders build relationships of trust.
Tip: Distribute the monthly "Memos to Managers" in The HR Specialist to help train your supervisors and staff.
5. They are not problem solvers. Sure, CEOs like employees who solve problems. But there’s one kind of employee they like even better. They like the employee who never brings them problems in the first place! They like the ones who bring them opportunities, ideas and innovations, instead.
The HR Specialist will help you do just that. By focusing on the hottest, most urgent, most significant news and developments in your field, The HR Specialist will help save your organization time, money and legal hassles. You and your organization will be ahead of the curve when it comes to issues like:
Sign up for The HR Specialist now and receive Trouble Free Terminations and Difficult People at Work included...
- How to protect yourself from the gathering storm of ERISA claims.
- The new overtime rules. Are you in full compliance?
- Why you should use only paper memos—not email notices—to alert employees to policy changes.
- Do you have to treat every Internet résumé "spammer" like a real applicant?
- Why you should stop "overcomplying" with employment laws. Some of them—perhaps many of them—don't even apply to you.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- How to Write Meeting Minutes
- 14 Tips on Business Etiquette
- Don't let FMLA request stop discipline that was already in the works
- You Needn't Accommodate Some 'Serious' Ailments
- What to ask employees during exit interviews
- Managing the downturn: A 13-step plan to avoid layoffs