Winning the respect, trust and confidence of line managers and making a difference
Ask many line managers what they think of HR managers and you will get a variety of views from the positive to the most damning.
– “Excellent. Very professional.”
– “Very responsive, supportive and helpful”
– “Great if I can ever get hold of them”
– “Talk their own language. Not really in touch with the needs of the business. A bit flakey”
– “You mean the dead hand of HR!”
As the issue of effective HR management has grown in importance over the years so has the need for HR managers to be both responsive and proactive in meeting the needs of their developing organisations.
Clearly it’s important that an organisation’s employees are paid on time, they are able to access the benefits they are entitled to and can receive straightforward help and advice from HR when needed.
This operational piece of the HR management responsibility needs to be reliable and responsive in every respect. Getting the basics right is all important.
So is partnering with line managers in recruitment activities, performance management processes, training and personal development provision. These are all very necessary, core elements of the HR function’s role. Organisation’s have every right to expect that HR managers will be proficient in these areas.
But what about gaining the respect, trust and confidence of line managers, over and above these basics? How can HR managers really add value? Here are eight tips.
HR managers need to clearly understand the organisation’s vision and challenge the CEO if it is not clear. They need to create an aligned vision for HR to support the corporate vision.
They need to draft a vision, share it with selected line managers, check it, refine it and communicate it both to the HR team and line managers. They need to be clear on HR’s vision for future success, and clear on how it is aligned to the organisation’s overall vision.
HR managers must be clear on their organisation’s objectives. They need to put clear, measurable objectives and milestones to the HR vision. They need to make their objectives concrete, tangible and deliverable with time frames attached.
They need to announce them and ‘stick’ to them. They need to communicate their success in achieving them. They need to be seen as “business like”.
HR managers need to understand their organisation’s strategy. They need to be clear on their HR strategy to deliver their objectives. How will HR be positioned within the organisation as a whole? How will it work alongside the business to deliver the strategy of the business? How will it marry the day to day needs of the business with the longer term development needs?
How will it operate with closer external specialists and suppliers? What short, medium and long term plans does it have to really add value to the business?
What changes will need to be made to deliver the strategy?
HR managers need to answer these questions, share their strategy and plans with the business and their standing will automatically be enhanced!
HR is in the business of attracting, acquiring and developing the RIGHT people. HR managers will need to assess the quality of the organisation’s existing people and compare their current capabilities to the capabilities required by the organisation in the future. That’s why they need to understand the organisation’s vision, objectives and strategy so well.
They need to compare the current competency framework to a desired competency framework, say three years from now. What will be different in the requirement of the organisation’s people? How will this impact the type of people the organisation will need, where in the business, and when?
HR managers need to create a strategic HR development plan to deliver the right people resources to the organisation to meet both its current and future needs. The use of performance management, personal development and capability management systems will help them to do this accurately. They must get transparency of the organisation’s human resources to plan effectively.
HR managers need to structure the HR function in the most appropriate way.
They should centralise those activities which are core to the whole business. This will include policy development, recruitment, compensation and benefits, performance management, personal development and disciplinary processes. Many of these are governed by legislation and need to be corporate wide, although there may have to be regional or county variations.
HR business managers should be allocated to lines of business to work closely alongside line managers to create and deliver specific interventions to meet their ongoing needs. These people need to be seen as true business partners adding specialist knowledge and skills to line managers. In a sense they are internal consultants clearly understanding the business as well as best practice in HR management and development in the market place.
HR managers should employ “fit for purpose” systems for both HR management and HR development. This does not mean the most sophisticated, costly and “heavy weight” systems. They should choose systems that can be easily integrated with one another, are customisable and require little management time.
Systems need to be user friendly as the trend is for managers to use them to ‘self-serve’ more and more these days.
Systems should work together holistically enabling the organisation to obtain transparency of its entire human resource, to enable it to adopt the best people acquisition, retention and development process.
– Knowledge and Skills
HR managers need to ensure that they and their team members really understand the business they work for, including its:
– Products/ services
– Routes to market
– Major commercial challenges
– Threats, e.g. legal constraints
– Vision, strategy and objectives