• Main
• Blog
• eShop
• Discussions
• Job Resume!

Home » HR Strategy » HRM Visibility

HRM Visibility

HRM Visibility has to be a part of the HRM Strategy. The good performance is ok, but the HRM Function has to be visible in the organization to have the impact on strategic decisions and results. The HRM Management Team has to be able to sell the results of the HRM Function to allow the HRM Staff to continue on strategic activities.

The HRM Visibility improves the impression of the business leaders about the HRM Function and protects the employees of the function of the attacks of other managers asking for the exceptions in regular processes.

The HRM Visibility is usually improved by proper usage of the HRM Marketing and HRM Reporting. These two tools help the employees of Human Resources to find the correct arguments to support the results of the HRM activities and processes.

The HRM Visibility has several levels:

• Relationship of Chief Officer with peers
• Skilled management team
• HR Front Office
• Expertise in Centers of Excellence
• Perfect services of Back Office

The HRM Visibility starts with the Chief Officer of Human Resources, who has to build fair relationship with the peers on the highest level in the organization. Many times, the HRM Function is not a direct member of the executive board of the organization, but it is not that important for the HRM Visibility in the organization.

The skilled HRM Management Team has to be strong and fully skilled in communication, presentation and negotiation skills. They have to be able to sell the ideas produced by the centers of excellence in the back office of the HRM Function. The HRM Visibility is not just about doing the nice stuff for the managers and employees, but it also needs skills to communicate the cost cuts and other difficult stories to the organization.

The HR Front Office needs to know the client in details to be able to identify gaps during the implementation of new initiatives and to navigate the client through difficult times. The HR Front Office has to be responsible for the human capital development at the client side to be in a fair relationship with the managers. The HRM Visibility is not about nice presentations, it is also about shared responsibility.

The centers of excellence have to be able to identify the trends on the job market and in the organization and they have to be proactive, they cannot just react to the changed conditions as it brings damages to the organization. The centers of excellence can be the weakest point of the HRM Function as they can easily lack the expertise and they can be overloaded by the daily operation leaving them unable to proactively prepare new initiatives.

The HR Back Office is an important item in the HRM Visibility. The services has to be perfect and with no mistakes. The selling of new ideas can be done perfectly, but bad execution kills everything.