"Are your transgender policies up to date?”
- HR Magazine cover story published
by the Society of HR Management
What is the focus of your HR function or department? Are they on the paper treadmill or maximizing your "greatest asset"? I speak with C-Suite executives and the responses I get are the same as reported in the Deloitte Consulting Human Capital Trends of 2015 released early this year. HR is still compliance and employee relations focused.
People Profits Principle #95
See HR differently – demand, expect and receive more
In the last HR Magazine published by the Society of HR Management (SHRM) the following articles appeared:
- What is the next big thing in employee assessment
- What to do when an employee refuses to sign a handbook acknowledgment
- How to pick the right tech portal for on-boarding
- Why HR thinks it's important for jobseekers to be on social media
Notice anything? Right, the relational – compliance side of HR is again grossly over-represented. At the same time the financial, systems and strategic side is again completely lacking. There is nothing about:
- Return on Investment (ROI)
- Increasing revenues of profits
- Maximizing your "greatest asset"
- Strategies, systems or financial impacts
If SHRM is not driving HR people to be more strategic and financial - who is?
CEOs must demand, expect and receive more from HR. If the department does not have those skills then find someone who can help them attain them. This is not a matter of replacing HR but supplementing their skills. This happens in other departments on a regular basis. I can’t tell you how many times I have seen organizations bring additional knowledge into other departments.
- How do we move HR off the “HR treadmill” and into the game?
- Why can’t HR bring ideas which increase revenues and profits?
- What does your HR function do well and where do they need help?
- Does your HR function focus on those issues which impact ROI?
- How much time, effort and money do they spend on "HR stuff"?
How much value is being wasted?
People Profits case study: The impact of a financial brain in HR is immediate and consistent over industries, geographies and cultures. Money is found, strategies are developed, systems built, plans and processes are implemented - results happen. The treadmill just wears everybody out.
People Profits mission is to elevate your HR department to where you need them to be. The strategic driver of your greatest asset!! We do this by building a comprehensive Human Capital Strategy and Plan including all 7 elements of HR with no conflicts and focused on business and financial principles.
Profits and Growth through Human Capital Strategy and Systems
See HR differently
Clark Ingram, MBA, SPHR, CEBS, CPCU is the principal of People Profits, www.PeopleProfits.com ©2015 People Profits, LLC