Integrating HR in 5 easy steps
By Lori de Scossa, HR Associate Director, The Jouta Performance Group
You’d be surprised at the amount of isolation that exists within Human Resources in most organizations. I’m not talking about silos based on recruiting, pay/benefits and employee relations; it’s a much more basic level than that. I’m talking about the isolation of Human Resources programs that seemingly well-integrated HR departments introduce into the organization.
For example, in most organizations the only time that an employee reviews their job description is when they apply for the job or perhaps as part of the employment contract. This is probably a good thing because in most cases chances are high that it does not accurately reflect the true duties and responsibilities associated with the role (but that’s another blog entirely).
The real question here is why is the job description not reviewed and updated in relation to compensation planning or performance reviews? Both of which fall under the HR umbrella.
Consider these questions:
- How often are training programs specifically developed in relation to trends in absenteeism or employee relations issues?
- How often are recruiting, career pathing and performance development tied together other than for the stars of the organization?
- How often are HR programs created or reviewed in light of the organization’s purpose, goals and culture?
The simple truth is that integrating HR programs takes a lot of time and effort by Managers at all levels and departments of an organization to ensure they remain tied to the organization’s purpose, goals and culture.
Achieving this is a key part of what we call gaining Organizational Clarity. But it’s no easy task (for five simple steps on how to achieve Organizational Clarity click here).
The payoffs of achieving this level of Organizational Clarity include increased productivity, decreased turnover and absenteeism, plus a superior level of company pride and loyalty.
So how do you integrate your HR programs?
1. Gain some Organizational Clarity. Take a look at your organization’s purpose, goals, culture, values and direction. Now do an alignment check with your HR programs. Are they fully aligned?
2. Gain some clarity around your HR program. Ask yourself what the purpose is of each program and why it exists. For example: Why do you hold annual performance reviews? If the answer is, “Because we should’, then your program is not likely to be effective and could even be doing more harm than good.
3. Create a “mind map” with HR at the centre and all of your HR programs around it. Look for all of the possible connections that could/should exist between programs and draw them on the map. This is your chance to be creative and think outside the box, to envision all of the possibilities.
4. Prioritize the identified mind map links based on the Organization Clarity you have gained. Begin to update your HR programs based on your priority list to establish as many of the mind map links as possible.
5. Communicate. Clarity is the foundation of an organization that excels. Share the HR mind map and the program updates liberally throughout the entire organization. Most importantly ask for feedback from everyone, you never know what great ideas the “Humans” in your organization might have that will improve Human Resources.
For a free consultation on gaining Organizational Clarity call 604-488-8885 or email firstname.lastname@example.org.