Ulvhag on HR

Tips för utveckling av din HR strategi # 13

Den 13 december 2011: Både chefer och medarbetare har förmågan att kunna bete sig som kompletta idioter ibland Jag hörde en gång en HR Direktör säga att företag inte skulle behöva HR-funktioner om alla chefer och medarbetare skulle bete sig på ett bra sätt.  Jag kanske skulle vilja spetsa till detta uttalande!  Både chefer och medarbetare har förmågan att kunna bete sig som kompletta idioter ibland – HR-funktionen finns på plats för att stoppa dem från att göra detta. En bra HR strategi syftar till att stödja detta.

Skriven under HR Strategi, Ledarskap, Adventskalender för HR Strategi 2011 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 för utveckling av din HR strategi # 12

Den 12 december 2011: ROI och HR insatsar Vi kan använda strategikartor för att hjälpa andra att förstå hur vi kopplar HR-arbetet till finansiella mål. Nedan finner du ett exempel på en strategikarta som länkar ett mål med HR-processer, tjänster och strategiska aktiviteter. I vårt exempel har ett företag satt ett finansiellt mål att öka sin omsättning med 30% från försäljning av en ny produkt. Om företaget ska lyckas med denna lansering måste kunden få veta att produkten kommer att komma ut på marknaden.

Skriven under HR nyckeltal, HR Strategi, Adventskalender för HR Strategi 2011 av Liam Ulvhag / 1 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