Putting Human Resources at the centre of Top Management attention
In my experience HR does not get enough Top Management attention. This is a problem because HR systems could potentially add most value to an organisation. After all they manage the intangible assets (knowledge, relationships and culture) that add most of the value to organisations. But there is a problem, otherwise we would not have 68% of employees disengaged.
So how can HR improve? How can HR attract more Top Management attention?
It’s about HR:
So how can HR improve? How can HR attract more Top Management attention?
It’s about HR:
- Adopting a perspective closer to Top Management and the Board.
- Designing HR processes that support the strategies of the organisation. The processes for “Thought leaders” will be almost the opposite to those for “Operational Excellence”.
- Designing HR processes that fit people with different thinking preferences
- Flexing HR’s communication styles to each type otherwise three-quarters will automatically become disengaged.
- Organising people so they are using their Genius and are not straightjacketed within a narrow job description.
- Thinking about people as a network rather than a hierarchy.
- Learning at least the basic language of finance so HR can talk in terms that Top Management and Boards use and value.
Bruce Holland is the Consultants’ consultant, dedicated to removing the pain and time required to move from the commercial world into consulting. He is also the author of the book: Cracking Great Leaders Liberate Human Energy at Work and the supporting Program designed for other consultants who don’t have the skills or time to develop their own intellectual property.