Last week we were fortunate enough to hear from Dick Sibbernsen (ex- VP HR of Bell South and AT&T) who has had a wealth of practical experience with the use of human resource information systems. Dick is considered to be an individual who recognises the strategic role and application of HRIS. One of the issues that I found interesting was his acknowledgement that HR professionals and practitioners need to not only be able to make good business decisions, but they must be able to make these good business decisions happen. HR must be able to generate the outcomes desired by the organisation in a manner that supports the business strategy. However in order to generate the desired outcomes and performance, the organisation, it's management and more specifically HR needs to consider the 'people' issues and implications.
Considering the essential linkages between human capital and an organisations business strategy, to what extent do you think that HR professional are currently able to make good decisions happen? Do you believe that the HR function of your organisations is playing this role?
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I believe HR is leading the process by involving a synergetic effort with employees and line managers:
ReplyDeleteInvolvement of employees in the process of making things happen can facilitate their understanding and support of the company’s strategy. Instead of mechanically following company’s strategy, they can be encouraged to express ideas and provide feedback on information passed downward. The involvement can also let employees buy-in the company’s strategy and those who are involved are more likely to support the decision they made together.
At the same time, the possibility for gaps between intensions and reality underlines the need for not only senior mangers but also lower-level mangers’ understanding. It is the line mangers who often reflect the informal and real culture of the firm rather than those values articulated by the top.
Therefore, it is a mutual effort rather than HR’s solo one.
1.Assess the employees' needs and organization's needs
ReplyDelete2. check out resources which can be used in HR operaton. Such as budget.
3. Cooperation and coordination with relative departments, such as manufacture department
4. Make sure the HR strategy practical and effective