Ulvhag on HR

Tips for developing your HR-strategy #14

14 December 2011: Not everyone wants help from HR! If the use of resources is a strategic question then the HR-function needs to think about who it is spending its time on and which “must win battles” it faces in the future to be able to make the biggest impact on the company’s bottom line. So HR must ask itself - Who are we spending our time on and how much impact is it really having? Even when HR says that it is customer oriented and wants to serve its customers well, it still has think about the potential impact that it can have on its customers – maybe they don’t want the help that is on offer.

Skriven under HR Strategi, Advents Calendar for HR strategy 2011 English av Liam Ulvhag / 0 kommentarer

Tips for developing your HR-strategy #13

13th December 2011: An HR strategy must above all be realistic! Many HR-functions find it difficult to be realistic in the planning phase of their strategy work. Extremely comprehensive plans are developed (with the best will in the world) based on what the HR-function thinks that managers need in terms of support, but it is just not good business to develop plans that cannot be delivered.  It is much smarter to do a few things well than a lot of things badly – HR employees need to be ruthless and kill their darlings! How can (for example) a smaller HR-function deliver all of these services? Recruitment Talent Management A program so that the company is an Attractive Employer Competence models Carrier models Leadership development Pay and bonus programs Salary review process Health and safety Etc.

Skriven under HR Strategi, In English, Advents Calendar for HR strategy 2011 English av Liam Ulvhag / 0 kommentarer

Tips for developing your HR-strategy #12

  12th December 2011: Both managers and employees have the ability to behave like complete idiots sometimes! I once heard an HR Director say that companies would not need an HR-function if all managers and employees behaved in a good way. I think however that I would like to take that statement a step further! Both managers and employees have the ability to behave like complete idiots sometimes – the HR function is in place to stop them from doing so. A good HR strategy aims to support this. It may sound radical or extreme, but in all honesty I have met so many managers who have read "Good to Great" but they do not seem to have understood what the book is about – the think they’re level five but in reality they’d be lucky to get a minus 2.

Skriven under HR Strategi, In English, Advents Calendar for HR strategy 2011 English av Liam Ulvhag / 0 kommentarer

Tips for developing your HR-strategy #11

11th December 2011: External benchmarks can be a fool’s game and can ruin your HR strategy! I have seen many HR-functions that have started to look at their HR-strategy based on benchmarks provided by consultancies.  This is never a good idea and in fact I would go as far as to say it is professional misconduct if a consultant advises you to build your HR-function and HR-strategy based on a benchmark. Benchmarks are interesting as they give you an idea about what markets are doing, but your HR strategy should be built on your business strategy and nothing else.

Skriven under HR nyckeltal, HR Strategi, Advents Calendar for HR strategy 2011 English av Liam Ulvhag / 0 kommentarer

Tips for developing your HR strategy #10

10th december 2011: For Gods sake measure HR! Way too many HR-fucntions ignore measuring the HR-function. Many think that it is difficult to know where to start. As with many things in business it is better to do something than nothing. Start with the measurement of just one area – a process that youu know well for example – and then increase the scope of what you measure. Measuring HR-processes and services The HR function should measure HR services and processes so that they cleary can demonstrate effectivity.

Skriven under HR nyckeltal, HR Strategi, Advents Calendar for HR strategy 2011 English av Liam Ulvhag / 0 kommentarer