The overriding theme of this blog will be Human Resources from a strategic perspective. This blog takes a look at current issues facing Human Resources and offer insight on the building blocks needed to create a dynamic, engaged and performance based workforce.
The successful creation and management of talent will be the hallmark of business leadership in the 21st Century
Imagine going to your general practitioner, and after a few questions, you get a prescription.
During this process, she pulls out a list of best practices to treat your symptoms and writes your prescription. You walk out after a 5-10 minute interview and you’re prescribed with this miracle cure to heal what ails you.
However, if you go to a specialist who deals with your ailment, you will be put through a battery of tests to get to the root cause. After the results come back, this specialist will evaluate your results thoroughly and begin the process of coming up with a solution.
Last week, I got a note from an HR friend who told me that they were asked to gauge employee engagement in their firm. She went to HR and HR sent her a survey with a list of questions.
When I say the questions were”sent,” they were sent back to her via email. The problem was that the list of questions did not touch on what she wanted. Her group was looking for help with the manager-employee dynamic and not the organization-employee dynamic.
“Of all the millions of people on LinkedIn, we found you!”
I had never quite thought of it that way. This quote was a statement from one of our recruiters who was searching to fill my current role. Yes, that is how they found me for it.
This past Saturday with temperatures hovering around 115 degrees here in Saudi Arabia, I was ensconced in the cool of my house reading with the TV on as background noise. I was watching CNBC, which by the way, has the best business documentaries on TV. The first one was a documentary about dating websites and their industry, and immediately following that, there was one on LinkedIn.
Since this was introduced mid-week, and we all got a three (3) day weekend to make the adjustment. In crafting the announcement of this for our workforce, I framed my message with extra time for family, rest and relaxation, and most of all, how everyone should their enjoy extra day off and go do something fun. I built a memo around this announcement that spelled out the new law, why it was being changed, and more importantly, what it meant to them.
“My guess is that a good number of firms have been thinking about right-sizing and waiting for someone to provide them cover and we’ll see more of these moves. As difficult as layoffs are, it seems that they will be necessary for some firms to get in sync with the current market dynamics.”