August 25, 2008 – 7:52 pm
The recession is healthy, from time to time. The recession helps to stop the businesses, which are not bringing value added and the human capital is transferred to more vital businesses at lower costs. In the companies, which survive the recession, the HRM Role is very important.
The recession is very dangerous for the companies. During the times, when the business grows dramatically, the HRM Function introduces different policies, which are focused on spending money. The company was able to carry all the costs and the employees started to take the policies as the standard.
In time of the recession, the HRM Role is to make cost cuts and the HRM Function has to provide the list of the policies and the procedures to be cancelled or discontinued. The employees do not like it, but the company has to return to the healthy basis for the future growth.
The HRM Function has to be able to identify the top potential in the organization quickly as the company needs to make the cuts in the human capital of the organization. The HRM Function needs to provide the tools to managers to inform their key employees about the security, the company wants to offer to key employees.
The HRM Function is not a department to make employees happy, the role of HRM Function is also about the cuts in the costs of the organization and the HRM Function’s role is about minimizing the damages to the organization.
August 20, 2008 – 7:23 pm
The high performance corporate culture can be implemented just in case; the top management is interested in the change of the corporate culture. When the top management takes it as a „nice exercise“ and „good opportunity to learn“, the implementation effort of the new corporate culture will fail.
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August 18, 2008 – 6:27 pm
The recession is a bad time for doing business and to meet the targets. A lot of companies have to disappear and many companies are not ready to use the recession as the best opportunity to grow.
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August 17, 2008 – 7:57 pm
Human Resources are responsible for the corporate culture in many companies. Generally, the HRM Function can be responsible for monitoring the status of the corporate culture, several policies and procedures around the corporate culture, but the HRM Function cannot be responsible for the development and implementation of the new corporate culture.
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August 16, 2008 – 10:17 pm
Being lazy during the rainy Saturday I made a really deep dig in the search results of my HRM Advice Blog to find out the most desired search results about Human Resources on my blog. It is pretty interesting as most search results are really connected with Human Resources, but the reasons are really different.
The results are pretty interesting as it looks like people do not understand, why HRM Function should exist in the organization or they are interested in working in the HRM area.
The most common search results for my blog are:
- HRM Advice
- Ulrich Model why?
- HR Operational Model
- Job Resume Important
- HRM Admin?
- Outsourcing HRM
As you can see, people want to know something about Human Resources and then… they would love to outsource it out of the organization. Is not that really nice?
August 13, 2008 – 7:02 pm
The recruitment roles and responsibilities have to be clearly described in the organization as the recruitment process flows smoothly and without mess. The HRM Function tends to take more recruitment roles and responsibilities usually, driven by the wish to provide a good service to managers.
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August 11, 2008 – 6:51 pm
The job design is not easy and only really experienced HR Professional is able to make a good job design with the manager, when the new challenges faces the organization. The job design is not about writing the formal job profile and job description, but it navigates the manager in dividing the roles and responsibilities among different people in the team.
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August 10, 2008 – 6:54 pm
The HR Professionals know the SWOT Analysis and that the SWOT Analysis is useful for the designing of the HR Strategy and the implementation of the new HR Processes and HR Policies.
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Almost every HRM Function has the HR Strategy. When you read all those HR Strategies, you can see, that they are same. The people, who are focused on process perfection and streamlining of all the HRM Policies, prepare the strategies but the HR Strategies are not sexy for the audience.
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No manager likes to lose his or her best employees; each manager likes to minimize the fluctuation in the team. The managers press the HRM Function to make the compensation policy so competitive, that the employees are couth in the trap of high base salaries.
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