Human Resource Management - Leading People For success

Human resource management is a strategic approach to managing the most important asset an organization has - the human resource.

Wait. Just how important is the human resource?

I will say, absolutely important. You can have the best machines, the best processes, the best procedures, the best technology, but without the 'best people' . . . the right people . . . managing all of the assets and processes, you will still lose the profitability game. Bottom line. It's people that make great businesses . . . not machines or technology.

Consequently, most businesses have a human resource (HR) department saddled with the responsibilities associated with human resources management. Employees in the HR team recognize that it's their responsibility to implement the organization's human resource policy and develop a winning team for the business.

However, organizations must realize that the HR team cannot do this all alone. Why?

The truth is . . . every team head, and indeed, every level of leadership in the organization has a role in ensuring that commitment to the organization's culture is strengthened within teams and the ideals passed on through training, formal and informal.

But wait a minute. Does your organization even have a human resource policy?

I know your response. You are likely to say a big "YES".

Okay, let's agree you have one. But where is it? Do managers or business leaders in your organization have access to it? Do members of the HR team know it by heart? Do your employees know what your HR policy says?

Pause and think. What is the value of a policy that employees know nothing about? How are they going to act on something they don't know?

Obviously, there's a lope hole here. And that lope hole is present in many organizations.

They have a beautifully written human resource policy that the organization's members, including key players, know nothing about. Not good enough.

It's time to change that. And please . . . do it NOW.

Before going any further, let's clarify what the HR function should be involved in.

Yes, I've noted that every leadership position in the organization has human resource management responsibilities included in their job role because they work with people. But what are the specifics that the HR team should be involved in?

The role of the human resource function includes:

Recruitment and staffing (human resources outsourcing is an option)

Job design

Employee training (including leadership training)

Performance Appraisal

Administering the HR policy

Career planning

Succession planning

Staff disengagement

Employee motivation

. . . and several other specific functions.

The leadership of the organization must ensure that the human resource management function is adequately equipped to fulfill its role. An ill-equipped human resource management team is a sign of trouble. Sooner than later, the bubble will burst in your face.

The most important asset an organization has is it's human resource. That is not a joke.

So, treat it with the seriousness it deserves.

Related Topics:

Management Consultants

Performance Management

Management Consulting

Leadership Development

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