| Step 5 - Building HR Credibility - Be A Leader |
| I have been twittering away for about a month now, and have come across all manner of blogs and research. There have been some enlightening concepts, ideas that have sparked a negative reaction, and others that remind me of why I am passionate about organisation development and authentic relationships. The final step in this blog series,
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| Step 4 - Building HR Credibility - Measure Up |
| That old chestnut! “If you can’t measure it, you can’t manage it”. I have never been a huge fan of that saying as I believe that some of the most amazing successes within organizations have come from projects and initiatives that have not been planned in such detail, or measured. However, in terms of building credibility,
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| Step 3 – Building HR Credibility - Rethink your Strategies |
| I am hoping that you have followed Steps 1 and 2 and are truly ready for Step 3, or at least ready for the idea. In light of the relationships that you have built with the operational managers and your understanding of the business context within which your organisation operates, you can now rethink your strategies.
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| Step 2 - Building HR Credibility - Understand the Business Context |
| This is an obvious step but perhaps one that we don’t always have enough time for as we busily undertake the tasks associated with our role. Many HR/OD practitioners that I have worked with spend a lot of time increasing their skills and knowledge in their area of expertise. Undertaking diplomas at night school or attending networking meetings and seminars. This kind of dedication is to be commended. What would be just as good, is spending time immersing yourself in understanding the dynamics of the industry that you are in.
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| Step 1 - Get to Know Your Operational Managers |
| One of the biggest lessons I learnt as a young and idealistic HR Strategist and later as an Organisation Development consultant is that the HR and OD departments were actually out of touch with the demands of the operational areas. I had the unique experience of moving from the HR Strategy team into an operational management role within the same organisation. This completely changed my perspective of the organisation and the complexity involved in its service delivery and achieving business goals.
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