"If the problem were easily solved, it wouldn't be a problem!"
Sometimes challenging situations need the perspective of someone not involved in the business who can look at the situation from a different viewpoint and apply a Strategic HR approach.
What exactly is Strategic HR?
Strategic HR -- organizing and engaging people in a scientific and artful manner in planning, directing, and executing organizational activities and operations.
What will a Strategic HR Approach do for you?
Nielsen Advisors’ approach to Strategic HR consists of developing and implementing:
- A plan for how to focus and direct the people in the organization -- the image of a rowing team simplifies the idea of having everyone 'rowing in the same direction.' Even having just one person (one oar) out of sync will disrupt the success of the organization. Most often this plan is referred to as the "People Strategy" or "HR Strategies."
- Clearly defined critical business processes and related employee competencies -- there is a lot of focus on processes from Six Sigma and Lean systems, but this process work falls short without connecting employee competencies to these processes.
- A structure that aligns the people, processes, and strategies with the purpose of the organization -- while "build it and they will come" may work for a 'field of dreams,' an organization needs the "4Rs" of successful organizations: people with (1) the right skills in (2) the right places doing (3) the right things at (4) the right time to be successful. If any one of these is missing, the organization sounds like a 4-cylinder engine with one bad spark plug.
- Standards of good management practices -- being clear with all managers on what is expected of them, and ensuring management processes correspond with those standards, is essential to running an effective organization.
- People systems that support the organization's purpose -- people will get involved in worthy causes they agree with, but they come to work to earn a living. Your organization needs systems and processes that recognize, reward, support, and enable employees to do their best every day.
The outcome of all these factors together create your Organization Culture. This culture is a fabric of multiple colors, patterns, and textures all stemming from how the rest of your management factors interact and impact your employees. You cannot create culture; culture is a product of all the processes, systems, rules, and standards of your business -- written and unwritten.
If you would like to know how one or more of these factors can help you improve your business, contact us today for a complimentary consultation. |
Strategic HR
