tag:blogger.com,1999:blog-7686742259258701545.post7686404465938310375..comments2024-03-28T09:29:23.550+00:00Comments on Strategic Human Capital Management (HCM) Blog: HR's main priority?Jon Inghamhttp://www.blogger.com/profile/05553537200734270043noreply@blogger.comBlogger5125tag:blogger.com,1999:blog-7686742259258701545.post-91095022232435786192009-02-18T23:42:00.000+00:002009-02-18T23:42:00.000+00:00If HR is to remain - or in many organisations beco...If HR is to remain - or in many organisations become - relevant, it will have to change. It will have to prove that it genuinely adds value, rather than simply assert this to be the case - which has been the story of the last few years. <BR/><BR/>Structures, seats at the table and the like risk being a distraction. What matters is the calibre of person/people in situ. And HR's track record in this respect, on both sides of the ocean, has been pretty dismal. One HR director I know says that she can count on two hands the number of serious, genuinely strategic and value-adding HR directors in the whole of the UK.<BR/><BR/>There is a long, long way to go. Derek's point about perception is spot on. But the problem is that often the perception of HR is matched by reality - and that's been the rub. <BR/><BR/>The sector has simply not had anything like the level of quality it needs in order to change this perception.<BR/><BR/>The banking bonus scandal is a case in point - see www.jeffersoniaunlimited.com/blog.html<BR/><BR/>NickAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-7686742259258701545.post-44194316022826859642009-02-05T22:46:00.000+00:002009-02-05T22:46:00.000+00:00I think your questions are too general, Jon.The qu...I think your questions are too general, Jon.<BR/><BR/>The questions are (IMHO) what changes are coming, what are the first steps we have to take, and how can we assist each other to take those first tottering steps?Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7686742259258701545.post-57593605278587802922009-02-05T22:44:00.000+00:002009-02-05T22:44:00.000+00:00Thanks Anne Marie, your point about complexity's a...Thanks Anne Marie, your point about complexity's a good one. And thanks too Derek. I don't think your comment deals quite with the point I was making, but is a good one nevertheless, and may even provoke another later post from me.<BR/><BR/>In the meantime, keep your comments and poll responses coming. We've had 4 responses so far (this isn't You Gov!)- all supporting the view that there is going to be fundamental change.Jon Inghamhttps://www.blogger.com/profile/05553537200734270043noreply@blogger.comtag:blogger.com,1999:blog-7686742259258701545.post-92013076479677036542009-02-05T21:44:00.000+00:002009-02-05T21:44:00.000+00:00HR will (and should) be involved in the change, bu...HR will (and should) be involved in the change, but the extent of that involvement is reliant on how HR is perceived in the organization. HR must have a respected seat at the executive table to, in your words, "have the capability to lead this change." This is certainly not the case in many organizations today.<BR/><BR/>I just blogged on this topic this week, talking about some recent CIPD findings that mirror the results of our own survey:<BR/><BR/>Charles Cotton, reward advisor at the CIPD, had this to say:<BR/><BR/> “If organisations do not have a complete handle on where their staff spending goes, it makes it far more difficult to prioritise investment in the measures that will retain and motivate talented individuals. Reward, if implemented correctly, can engage staff at a time when pay freezes and redundancies are prevalent, boosting the chances of the organisations coming out of the recession in good shape to benefit from the recovery."<BR/><BR/><BR/>A hallmark of strategic recognition is saving organizations money by carefully targeting the funds invested in recognition to boost morale and productivity. How important is this? Accountemps, a US recruiting firm, recently conducted a survey of senior executives, finding “failure to recognize employee achievements” ranked second only to communication as the thing that had the most negative impact on employee morale. Similarly, senior executives recognized recognition as a best remedy for low morale, again second only to communication.<BR/><BR/>What this all tells me is senior executives acknowledge the importance of recognition to boost morale and performance. Yet they are also unaware of their investment in the means to recognize employees and have no measurement or proof of success of those investments against goals.<BR/><BR/>The rest of the post is available here:<BR/>http://globoforce.blogspot.com/2009/02/are-you-wasting-your-investment-in.htmlDerek Irvinehttps://www.blogger.com/profile/02565283467086029030noreply@blogger.comtag:blogger.com,1999:blog-7686742259258701545.post-18289104618011018982009-02-05T20:22:00.000+00:002009-02-05T20:22:00.000+00:00Are businesses going to have to fundamentally chan...Are businesses going to have to fundamentally change? Of course. There are too many developments in the global external business environment (economic, technological, demographic, organisational fragmentation). The complexity of the environment demands equally complex responses. Current management practices are not fit for purpose.<BR/><BR/>Does HR have the capability to lead this change? No, it doesn't.Anonymousnoreply@blogger.com