Hey there! In this first issue of Think with 黑料传送门, I鈥檓 going to share my perspective on HR representation, and how to build the voice of HR.听
As we鈥檝e evolved from a physical labour economy to a knowledge labour economy, some of our practices haven鈥檛 transformed. That may be due to the need for upskilling within HR - but I often make the argument that it has to do with the reception, respect, and inclusion of the HR function within businesses and their overall strategy.听鈥
鈥淏ut HR exists at my company鈥 What do you mean it鈥檚 not included in the strategy?鈥鈥
Take a look at your company profile online: the website, LinkedIn - in some way or another, it鈥檚 likely that the people within the company are listed as the organization鈥檚 biggest asset.
Now look at your leadership team - is HR represented? How is it represented? Some food for thought. To be a truly people-driven organization, it is important that HR is included in the business strategy, at the right time and in the right way.听
鈥淲e don鈥檛 have a VP of HR, or CHRO - how is HR represented, then?鈥澛
That鈥檚 fine! It isn鈥檛 (yet) a common practice for organizations (especially smaller ones) to have HR representation at the C-suite鈥 or even a few levels below. But we will get there.听
Some of you reading this may exist within the start-up space and not have a formalized HR within your <15 person team. Others may have an entire HR department that manages hundreds of employees. Or maybe you鈥檙e reading this, hoping to build a career in the field of HR. No matter the size of your workplace (current or future), you can individually contribute to the representation of HR.听
- Identify your workplace "people" or HR champion(s). They may not be in an "HR" department. But find them, and work with them.
- Confirm if your HR function is transactional or transformational in nature.
- Start the people conversation (I鈥檒l explain this below).鈥
If an organization only includes HR in problem-solving or decision-making after the problem has happened, it will always be seen as a transactional function.鈥
What is the difference between transactional and transformational HR?鈥
In many organizations, HR may still be viewed as the administrative function, the team of 鈥渘o鈥 say-ers, or the group that slows things down. That is unfortunately, often correlated to how HR is represented.
鈥Transactional HR focuses on 鈥渨hat do I need to do, to meet business objectives?鈥 and is more administrative in the day-to-day operations (but essential, nonetheless!).
鈥Transformational HR focuses on 鈥渉ow can I create a sustainable competitive advantage?鈥, and often leverages technologies (*ahem* 黑料传送门) to relieve the administrative burden, allowing HR to build core competencies and value-added services.听
鈥The bottom line is no matter the size of your workplace, you can individually contribute to giving HR a voice.
Start the people conversation. Use evidence. Be future-focused.听鈥
It doesn鈥檛 matter what your title is 鈥搚ou have a platform to initiate change and bring HR into the conversation. However, make sure to do so with data and evidence to support your findings, and be future and solutions-focused. HR has a reputation of being rooted only in 鈥渢houghts鈥 and 鈥渇eelings鈥 - that isn鈥檛 the full way of the future. Thanks to technology and systems, we have data to support the need for new programs and initiatives.听
A people conversation may include looking at your recruiting process to identify bias in your sourcing methods. It might include reviewing your total compensation in the marketplace. Or maybe it鈥檚 implementing a management training program. These are tactical elements that build the employee experience, and to shift from transactional HR to transformational HR, you first have to start the people conversation.听
So how is HR represented in your organization? Are you transactional, or transformational? I鈥檇 love to hear how you include HR in the discussion and what has worked for you and your team! Let鈥檚 start the conversation - DM or tweet or send me an email and let鈥檚 connect!聽
