Steve Miller:
I attended a business meeting with one of my new clients. As many of you are aware, I am often appalled at the competence of HR talent due to their lack of commercial acumen, and to be honest I wouldn't pay many of them in washers.
However, I am delighted to report that I recently met up with the most commercial HR head I have come across to date. The entire meeting was spent discussing the needs of the external customer and strategies to be employed that would ensure the business moved away from budget deficit and into surplus.
Don't get me wrong I don't mind the odd discussion on the latest piece of employment legislation (that in my opinion hinders business growth), but come on, can HR turn its focus more on how we can increase productivity, stimulate commercial growth and delight the customer?
If the answer is no then perhaps many chief executives have got it right when they refer to HR as a necessary evil.
Comments (2)
Posted by Ian Brawley | July 10, 2007 8:28 AM
Most British companies have a HR Dept solely in order to avoid being sued by disgruntled employees. This is because Employment Law is now so complicated that the average employer cannot keep his/her eye on the legal "ball" in sufficient detail such that they cannot personally run their HR Dept without the assistance of HR professionals
This gives rise to the "necessary evil" attitude which is so prevalent in many businesses, where HR is not utilised in the way that it should/could be used to develop individuals for the good and benefit of both the company and the employee.
When this attitude is removed by means of education and training HR can be used as it should be by both employer and employee.
Posted on July 10, 2007 08:28
Posted by Steve Miller | July 10, 2007 10:23 AM
Employment law guidance should be one service HR should offer but I find many HR practitioners merely do this and little else. If that is the case why not take on an employment solicitor rather than a department full of HR wallers answering the phone telling managers what they can and cannot do.
Good HR people spend time in the business talking to the line about skilling the workforce to add bottom line value and implementing practical down to earth appraisal systems as well as offering practical recuritment processes. They do not talk airy fairy jargon that to be honest most directors and managers find laughable. The good ones make it happen.
Don't get me wrong. I actually really value HR but there are many HR people out there that frustrate the pants off line managers because of their pink and fluffy doctrine.
Posted on July 10, 2007 10:23