The Power of HR in Economic Recovery
Earlier this week as I prepared an APLS Group proposal for a perspective new client I found myself feeling optimistic about the media hype on economic recovery. I have noticed a change in traffic around the office. The phones, fax and email have been buzzing with requests from HR departments around the country. Maybe this economic recovery talk is not just hopeful rhetoric or part of a secret government plot to convince the masses that our economy is getting back on track. Perhaps the USA Today article I read earlier this week about business picking up in various sectors in the country really is true. Given my inquisitive nature, I wondered how are HR departments going to position themselves for the next wave of American business? What will economic recovery look like through the lenses of HR departments? Will HR departments use this time to realign services with an eye on the bottom line, ethical leadership and people development?
Traditionally HR departments have concerned themselves primarily with the following areas:
- Recruiting, Interviewing and Hiring/Firing Employees
- Employee Management
- Training and Development
- Employee Manuals, Forms and Policy
- Wages and Benefits
- Government Rules, Regulations and Compliance
As economic recovery becomes a reality HR departments have an opportunity to reassess the way they currently do business. Department heads have a chance to make HR a viable stakeholder in their respective organizations by asking themselves the following questions:
- Are we becoming partners with company leadership to have a stake in perpetuating a positive, ethical company culture?
- Are we interfacing with all departments on a continuous basis to keep management and staff on the same page about company issues and policies?
- Are we using our HR budget efficiently?
- Are our recruiting efforts netting the type employees that fit our company culture?
- Are we using best in breed practices for interviewing?
- Are we researching and investing in technology as a useful tool in HR?
- Are we effectively training our employees for the maximum ROI?
- Are we researching multiple resources for the training and development of employees? (Cheaper is not always the best investment.)
- Have all employees been made aware of diversity initiatives, harassment policies and code of conduct? Is adequate discussion time provided for employees to talk about behavioral expectations on the job?
- Have we performed a wage analysis in the last five years?
- Have we reviewed the benefit packages for existing staff and new hires? Do adjustments need to be made to compensation, health care, insurance, and work hours?
- Does the HR department have global awareness of employee management?
This is a time to be reflective and forward thinking about the power of HR in your organization. Take time to review the aforementioned questions. Let your answers be the catalyst to initiate change during the economic recovery and watch how the perception of HR improves in your organization.
Next week I will be presenting at the HR Summit 2010 in Singapore. I look forward to conversing with HR professionals from around the world about the part HR will play in the global economic recovery.
For more ideas about increasing the role HR plays in your organization, visit the APLS online store.
