Louis Boone & David Kurtz suggest a first-class workforce can be the foundation of a firm’s competitive differentiation, providing significant advantages over competing for business. In a business environment, it is up to the HR Business partner to emphasize how expertise in the primary functional areas can positively affect trends throughout an organization. A comprehensive approach to recruiting, developing, and transitioning talent can lead to an increased competitive advantage. It is paramount that HR professionals develop as strategic business partners to leverage the laws and regulations that equal employment governs, yet managing corporate priorities to maintain its dexterity retaining top human capital.
Let’s face it with the always in your face changing the culture from generation to generation can at times seem polarizing. However, the same things that divide can also be what bridges the gap like the positive use of technology and leverages trends analysis. An HR manager that possesses the business acumen and keeps the strategic vision in mind is critical, thus requiring a diverse team that remains flexible in all aspects of the operation. Once complete it will be concluded that keen Human Resources Management is essential to the survival of a company because the functions will evolve as the enterprise’s needs shift.
What are these key functional areas of Human Resources Management?
Ask any human resources professional what the key functional areas of Human Resources Management are, and you will receive 100 different answers. This variance is due to organizational type, size, budget constraints, and strategic priorities. For generalization’s sake here are a couple of HR functional areas:
– Talent Acquisition (Job Analysis / Design of Work)
– Employee Relations
– Training and Development
– Compensation / Benefits
– Human Resources Information Systems
– Labor Relations
For the sake of argument, I have some thoughts on what the top three areas look like:
1 & 2 are home inside of the Talent Acquisition process. Job Analysis and Design of work. 3 is Training & Development.
#1 – Proper Job Analysis consists of the plan to decide what jobs have vacancies and to accurately define performance measures. How can careful analysis help?
– Saves time and money up front in the process
– Let’s an organization decide if the position needs to be filled at all
– Mitigates the risk of the wrong candidate being hired
Attention to detail paid in this area should be a non-negotiable task.
#2 – Design of work can put the proper perspective on vacancies need to be filled.
Integral to an appropriate Job Description:
– The right pairing with an accurate job analysis of vacancies
– Defined job requirements
– Key performance specifics from hiring manager
– No ambiguity of preferences or need for selection
One of the hazards of attempting to over simplify candidate selection is the over dependence on technology. Using a talent acquisition tracking system should be a tool and not used generalize job definitions. Do not skimp when it comes to making updates to systems and processes as necessary.
#3 – Training & Development is the art of adding value to an organization through providing development opportunities that are meant to enhance the job performance of individuals and groups in organizational settings. My time in the U.S. Army has made me very adept in the area of articulating tactics, techniques, and procedures that were paramount to the success of the organization. It is imperative that the company has a learning program in place that can coach, teach, and mentor the workforce into the future.
Strategic training and development done right:
– Can assist the organization with retention
– Enhance associates feeling competent & confident
– Aids organizational strategic initiatives training
– Assist in transitions of new hires, retirements, or right sizing
– Provides career growth opportunities for next level
Focused efforts on education and development also advance well to the recruitment and talent acquisition process. The process is an integral part of the company’s overall growth and sustainment in its respective industry.
Let me know what you think.
As President and Senior Learning partner of BOSS Consulting, Lawrence is driven by the desire to help individuals and companies remove blind spots in order to create and implement a plan to improve performance and grow revenue.
Why Choose Us?
The answer is simple – provide training of leaders that facilitates and highlights the need to become a multiplier of influence versus a daily bystander to “life happening”.