Employees are often confused by exactly what HR does, or is supposed to do. Managers transfer employees to the HR department because they don’t know what to do with the “bad” employees. HR runs to the handbook for everything. HR is the “hammer.” HR is the “bad guy.” I think I have heard it all. Realistically - HR is viewed as a pain in the butt. All those rules, regulations and policies. Sorry, we’re not here to make your life hard. But I guess it looks that way.
Human Resources has traditionally been a tactile, administrative function with responsibilities such as benefits, payroll, recruiting and lots and lots of paperwork. This is all secondary to enforcing policies and procedures. While one of the roles is to represent employees, HR additionally keeps the best interests of the organization in mind.
But the role of HR is changing. The HR department in most companies now has a more active, strategic role in an organization. However, HR needs to maintain that “customer service” frame of mind to truly meet the needs of both the organization and its employees.
So let’s talk about reinventing your HR department.
Step One:
Begin to look at employees and managers as your business partners/customers and Human Resources as a service center. Know who your customers are – people are the key to the success of any organization. Know the key areas of improvement that are required in your organization. If you don’t know – you are not in touch with your customers! Have group discussions with the departments and/or teams and ask one single question: “How can HR be your partner?” Remember, you are there to deliver service whether it’s to an employee, a manager or a supervisor. You’re running a business, a “people” business.
Step Two:
Human Resources should be viewed as a friendly, helpful department, so make any interaction a positive experience. Hold yourself accountable for improved “customer service” for the organization. Be accountable for what you said you would do. Regularly assess the attitudes of the organization’s managers and employees. Follow up with your customers on a timely basis. Ensure that each individual feels he/she are valued by the organization.
Step three:
Become an advocate for the managers in your organization. Managers are given the most vital resource in the organization – its people. Mentor, coach and support the managers, assisting them to become leaders to the people they work with. So many problems with workplace productivity can be traced back to management issues and/or lack of management training. Managers are often overworked and stressed out. As a result, they may overlook the needs of their own staff. HR can assist both the employees and the manager in forming healthy departments and developing enhanced communication.
Step four:
Be proactive versus reactive. Head problems off before they become problems. Yes, this may require a bit of creativity on your part – but use common sense. And communicate. Use face-to-face meetings, emails, whatever it takes. There are so many ways to ensure that good clear communication happens. Be out there and foster communication within the organization. By maintaining open lines of communication with your business partners, you will be able to create trust and credibility. Remember to always, always follow-through on your commitments.
Step five:
Make the change and ensure that the change has a positive effect on the organization. Change is often hard to sell. While you may have a seat at the table, make sure you have earned it. Make sure you know the business, know your customers. Connect with both! Talk and walk company values and assist the managers and employees in aligning with those values.
I read the following line somewhere. I don’t remember where, but I’d like to borrow it for this blog: “Build a relationship first, do business second.”
My on-going thanks to Mrs. Emily McGowan for her proof-reading services.
Monday, May 24, 2010
Tuesday, May 18, 2010
The Emotional Impact of Unemployment
Unemployment statistics focus on the number of individuals comprising the ranks of the unemployed. There is a world of information available regarding the dos and don’ts of interviewing, resume structure, what should and shouldn’t go in a cover letter, how to dress for an interview, and what interview questions to ask and/or not ask. But, what about the people behind those numbers? Has anyone addressed the emotional impact of unemployment? What about the isolation the unemployed feel? The anxiety, depression, insomnia, even anger over their unemployment?
Having been on the other side of the desk in the past and having to terminate an employee, I have seen emotional reactions ranging from shock and disbelief to anger and resentment. For many individuals, oftentimes work is a central component of their identity. Their self-worth is connected to their titles and what they have accomplished through their jobs. In a single moment, unemployment has reduced their self-worth.
With today’s high unemployment rates we all personally know someone that has been affected by a layoff, company closure, etc. These individuals now all have one single, sole objective in mind: to find a new job.
Initially the individual puts 100% effort into finding a new job. Looking for a job becomes a full-time job. The individual spends long hours in front of a computer, networking and scanning multiple job boards for that small glimmer of hope referred to as a “job posting.” A job that may match the skills and experience the individual has to offer. With all the time spent in front of a computer, the search becomes a mind-numbing process. Application after application is submitted electronically and maybe, just maybe, the individual receives an automatic response letter.
In this day and age the job search has been reduced to an “inhuman process.” With the majority of the job search process done electronically, how often does the individual actually interact with another live person? Because of the lack of interaction, the individual begins to feel isolated from the world. Compound the isolation with the lack of responses to the multiple applications the individual has submitted, a lack of motivation occurs due to a perception of “rejection.” The individual begins to focus more and more on the pain of their current situation. After a period of time, this all takes toll on the individual’s attitude.
Rejection (and being ignored) is a common experience during a job search. The number of applicants far outweighs the available positions. Not being chosen for a job can be discouraging and rejection can erode confidence, positive attitude and motivation. Applicants should not personalize the rejection. The need to maintain a positive attitude is critical to the job-seeker’s chances of success.
We all agree that finding a job is the #1 priority and it does take a significant amount of time. But an individual can’t look for a job 24 hours a day. There needs to be a diversion from the stress of the layoff, and the individual must avoid isolation.
To maintain motivation in the job search, I recommend:
Having been on the other side of the desk in the past and having to terminate an employee, I have seen emotional reactions ranging from shock and disbelief to anger and resentment. For many individuals, oftentimes work is a central component of their identity. Their self-worth is connected to their titles and what they have accomplished through their jobs. In a single moment, unemployment has reduced their self-worth.
With today’s high unemployment rates we all personally know someone that has been affected by a layoff, company closure, etc. These individuals now all have one single, sole objective in mind: to find a new job.
Initially the individual puts 100% effort into finding a new job. Looking for a job becomes a full-time job. The individual spends long hours in front of a computer, networking and scanning multiple job boards for that small glimmer of hope referred to as a “job posting.” A job that may match the skills and experience the individual has to offer. With all the time spent in front of a computer, the search becomes a mind-numbing process. Application after application is submitted electronically and maybe, just maybe, the individual receives an automatic response letter.
In this day and age the job search has been reduced to an “inhuman process.” With the majority of the job search process done electronically, how often does the individual actually interact with another live person? Because of the lack of interaction, the individual begins to feel isolated from the world. Compound the isolation with the lack of responses to the multiple applications the individual has submitted, a lack of motivation occurs due to a perception of “rejection.” The individual begins to focus more and more on the pain of their current situation. After a period of time, this all takes toll on the individual’s attitude.
Rejection (and being ignored) is a common experience during a job search. The number of applicants far outweighs the available positions. Not being chosen for a job can be discouraging and rejection can erode confidence, positive attitude and motivation. Applicants should not personalize the rejection. The need to maintain a positive attitude is critical to the job-seeker’s chances of success.
We all agree that finding a job is the #1 priority and it does take a significant amount of time. But an individual can’t look for a job 24 hours a day. There needs to be a diversion from the stress of the layoff, and the individual must avoid isolation.
To maintain motivation in the job search, I recommend:
- Get out of the house strengthen and expand your network.
- Enroll in classes to assist you in developing new employment skills.
- Strengthen the connection you have with family and friends. You may need them for emotional support.
- Also, try to maintain a regular schedule as if you were still employed. Set a schedule and stick with it!
- Develop goals and stick with them.
- Most importantly - Keep a positive attitude!
Thursday, May 13, 2010
Effective Communication
If you’re employed or seeking employment, one skill that employers demand is effective communication. Whether written or verbal, effective communication is key to an individual’s success in the business world. We communicate and interact with each other daily and how we communicate says WORDS about us.
Let’s focus on the written word. With the ever-increasing use of computers, email and other electronic forms, the need for competent writing skills is necessary. For companies, oftentimes the business relationship with customers and vendors is maintained through the use of electronic written communication. We forget that this communication is a reflection of your company. Communication that is consistently riddled with spelling and grammatical errors will reflect poorly on your business. For an employee, your writing will form the reader’s opinion about you, your personality and abilities. Additionally, in many organizations the performance appraisal process will address an employee's written and verbal communication skills. No matter who you are, your communication style can create either a positive or negative impression.
Always proofread your work – even if spell check says there are no errors! Oftentimes you have read your document so many times that your mind “sees” what should be there versus what actually is. If you can, put the document aside for a couple of days then come back to it with fresh eyes. Alternatively, having someone else read your work is always a good move (thank you Emily)!
Being clear and concise is a common quality in any form of effective written communication. Sometimes, no matter how hard we try, we miss the mark. The below are a couple of actual letters that are being provided to you in their natural state. With the exception of eliminating the company name in one of the automatic response letters, I have not made any changes to the verbiage, structure or spelling.
Keep communicating, people!
Automatic Response Letter #1
Further to our earlier email acknowledging your application for the above post, I regret to inform you that, on this occasion, you have not been successful
Automatic Response Letter #2
If you do not hear back from us within 4 weeks then on this occasion you can assume your application was unsuccessful.
Automatic Response Letter #3
Friday, April 09, 2010Dear XXXXXX:Thank you for your interest in XXXXX International. We appricaite your application and wish you the best in your job search. All selected candidates will be contacted by a company representative shortly.Thank You
Candidate submission #1
I have three years on hands of experience In the HR field and I am seeking for challengeable opportunity which inspires me to put my comprehensive resume in your good hands as I believe that I strongly fit your expectation.
Candidate submission #2
Also, I played a respected role in the public work, so you will find me to be quick-learner, well-spoken, energetic, excellent computer user, confident, and presentable, the type of person on whom your company will rely. I also have a wide breadth of experience of the type that gives you the versatility to place me in a number of contexts with confidence that the level of excellence you expect will be met.
Let’s focus on the written word. With the ever-increasing use of computers, email and other electronic forms, the need for competent writing skills is necessary. For companies, oftentimes the business relationship with customers and vendors is maintained through the use of electronic written communication. We forget that this communication is a reflection of your company. Communication that is consistently riddled with spelling and grammatical errors will reflect poorly on your business. For an employee, your writing will form the reader’s opinion about you, your personality and abilities. Additionally, in many organizations the performance appraisal process will address an employee's written and verbal communication skills. No matter who you are, your communication style can create either a positive or negative impression.
Always proofread your work – even if spell check says there are no errors! Oftentimes you have read your document so many times that your mind “sees” what should be there versus what actually is. If you can, put the document aside for a couple of days then come back to it with fresh eyes. Alternatively, having someone else read your work is always a good move (thank you Emily)!
Being clear and concise is a common quality in any form of effective written communication. Sometimes, no matter how hard we try, we miss the mark. The below are a couple of actual letters that are being provided to you in their natural state. With the exception of eliminating the company name in one of the automatic response letters, I have not made any changes to the verbiage, structure or spelling.
Keep communicating, people!
Automatic Response Letter #1
Further to our earlier email acknowledging your application for the above post, I regret to inform you that, on this occasion, you have not been successful
Automatic Response Letter #2
If you do not hear back from us within 4 weeks then on this occasion you can assume your application was unsuccessful.
Automatic Response Letter #3
Friday, April 09, 2010Dear XXXXXX:Thank you for your interest in XXXXX International. We appricaite your application and wish you the best in your job search. All selected candidates will be contacted by a company representative shortly.Thank You
Candidate submission #1
I have three years on hands of experience In the HR field and I am seeking for challengeable opportunity which inspires me to put my comprehensive resume in your good hands as I believe that I strongly fit your expectation.
Candidate submission #2
Also, I played a respected role in the public work, so you will find me to be quick-learner, well-spoken, energetic, excellent computer user, confident, and presentable, the type of person on whom your company will rely. I also have a wide breadth of experience of the type that gives you the versatility to place me in a number of contexts with confidence that the level of excellence you expect will be met.
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