Ulvhag on HR

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 #7

7th December 2011: Can you explain to managers their role in delivering your company’s HR strategy? When you have decided what you are going to deliver i.e. which HR-processes, which HR-services and which HR-activities that will support your business goals you arrive at step 2 in the development of your HR strategy i.e. you have to decide how you will organise your HR-function so that it give optimal support to managers and employees. Here the most important thing is to realize that HR-employees are not the primary delivery channel for your HR strategy – the primary channel is line managers.

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

Tips for developing your HR strategy #5

5 December 2011: Don’t make a SWOT analysis of HR processes more difficult than it needs to be! Performing a SWOT analysis of HR processes can be complicated and it is easy to make this work more complicated than it needs to be.  It is possible to spend a lot of valuable time on this type of analysis when in reality you could have got a similar result in a much simpler way. Take a look at this simple method: Analyse and categorise your HR processes in the following two areas: Is the process used and appreciated by managers or not? Is the process efficient and sufficiently developed? These two questions can often easily be answered by HR employees without involving line managers.

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

Tips for developing your HR strategy #4

4 December 2011: Describe the purpose of your HR function in 60 words or less! Why does your company have an HR function? What does the HR function want to achieve? How will you do that? These are simple questions that all HR employees should be able to answer in exactly the same way.  In an ideal world all managers and employees would be able to answer these questions too – it’s all about communication. A great exercise to do with the HR employees is to ask them in a group to describe the HR function’s purpose in 60 words – this becomes your HR function’s “elevator pitch” or ”boiler plate”.

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