Employee Turnover And Retention Briefings Abstract: 4
This page can be used as a permanent link to this article. Bookmarking this page will bring you to this article, whereas bookmarking the briegings page this article was on will bring you back to the most current briefings. |
Building Strategic HR in your Organization [Financial Gazette] Thursday 06/02/05 5:20 PM
HR professionals have always needed to understand their business from an operational perspective. More and more, HR professionals are being called upon to understand the business at a strategic level as well. As HR practitioners develop their strategic capabilities, their organization will rely upon them more to set and influence strategic direction. The following are some processes that can be implemented to add value to your organization.
Develop Motivation
Survey employees regularly to determine what is working and what is not working. Use this information to keep what works and reduce the things that don't work.
Develop Learning Networks
Share the load of learning among a network of peers. Problems, new ideas and industry trends can be researched and discussed in groups and the results disseminated across all members. Sharing the learning task helps shield employees from information overload while keeping them in the learning loop.
Workforce Planning
Develop targeted succession plans. Identify key positions and hold managers accountable for both identifying and developing replacement employees for all key positions within their departments.
Recruitment and Retention
Use surveys and exit interviews to determine what employees like about the company and reinforce these positives to keep key employees from leaving.
Address Common HR Errors
- Measure and reward managers that are doing a great job with their people. Too much focus is on problem managers.
- Track management satisfaction with HR. Use this information to improve your processes.
- Build your HR in line with your organization's strategic goals. Often HR departments are the last to get funding and resources.
- Recognize that different employees and business units may have different HR requirements and needs. Make sure your processes are not so rigid that they cannot adapt to changing requirements from these different units.
- Listen to feedback. When HR problems do arise, pay attention and use it to learn from and adjust your HR processes.
Read Source
| |
| Current Briefings Archives |
Views expressed here represent the opinions of the source articles and are not necessarily shared by Nobscot Corporation. |
