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CapstonePresentation.pptxStrategic Human Resource Management
HRM 580 – Human Resources Capstone
*Live reading of Audio Script included on this slide*
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Introduction
As I have mentioned previously over the last 8 weeks in this course, Human Resource professionals can add value to an organization in a number of ways however the Human Resource professionals must know the ins and outs of the business they are supporting in order to maximize the value they are adding.
As one can imagine sometimes transitioning from a more transactional role to a strategic partner can be difficult if one does not focus on core competencies and strategies that can assist a HR professional with being successful in assisting a organization with moving into the future.
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5 Most Important Competencies
Being able to assess where you are
Being able to plan a better future
Creating the right culture
Rewarding Innovation
Advocate resources
Working in HR during the Covid 19 pandemic was really rough at first. At times I felt like I was learning a new HR because we were evaluating and implementing new policies and procedures very rapidly to support our workforce which is why I chose the 5 competencies above.
I like to live by the model change energizes me because it truly does. As a HR professional however I am very mindful that this is not the case for everyone. For this reason I find it very important to be able to assess where you are as a company to make sure that most if not all needs are being met. The most efficient way to do this is in the form of a survey. The survey does not have to lengthy but just highlight key points and receive feedback that you can then compare to previous feedback or employee data that you have.
“This data point provides an opportunity for re-evaluating how direct managers interact with team members. You might find that team members require more frequent check-ins or more explicit communication protocols” .(Dufrane, 2020)
Another important competency is being able to plan a better future. So now you have surveyed your workforce and you know what they need from HR and the company in order to get their buy in. How do you know transform?
You will want to examine the feedback you received from the survey and really take note of those key items that are repeated in the survey. Those items will need to be addressed at the top of the list rather there is a change associated with it or not. Example, employees may repeatedly on the survey say that they want to work better hours, you know that this is not possible due to the needs of the business. Just because it is not possible it should still be addressed with employees because this is a priority to them and essentially the transparency they receive from you will help build a better culture. Overall in the planning for a better future competency you will want to look at your data, set a target or set of goals from it and make a plan to get there. This has been a struggle of mines before but I must say you have to trust yourself and be receptive to feedback. The planning you are doing will affect a entire workforce but the data you receive will be a good guide for you in the planning process because it comes directly from those it impacts most.
Culture is key. Employees need to feel valued not just for being a employee and showing up to work everyday but for what they contribute, the ideas they share and that includes the bad ideas. You want to continue to encourage employees to share and build a trusting environment with transparency. You can do this with a on-going communication campaign which is a strategy I have successfully used myself and will re-visit later in the presentation.
Moving on the to the 4th competency “rewarding innovation” I find this to be a great way to get employees to share ideas more and create new concepts and ideas. Going back to the article written by Dufrane for hrci.org “Celebrate the small wins and reward people for trying a new innovative approach or idea, even if it fails. Focus on doing things better, not just performing well. Embedding innovation in performance evaluations can help incentivize employees to find ways to innovate in their roles. Spot bonuses and rewards pegged specifically to innovative ideas can also encourage employees to take creative approaches to their jobs”. (DuFrane, 2020) If you want to promote success and innovation to help your company thrive, profit and move forward then you have to be able to show your appreciation for that. Within the company I work for innovation is huge and the company requires a lot of patents so engineers are rewarded with “patent rewards” which keeps them wanting to create more according to one of our surveys where we examined a group of 327 Software engineers in the US that work for our company.
Moving on to the last competency I have found in my own personal working experience in HR that we could have kept a lot of our top talent if they employees were aware of resources they needed and wanted. When your employees feel good and taken care of they are able to work better and contribute more to the success of the company and this also can reduce turnover. Often employees well being is overlooked and put to the side and we don’t know this until we are sitting in a exit survey with them because they decided to seek a position else where. A great way to combat this is to remind associates of their available resources, counseling, mental health awareness options built into medical benefits etc.,. It is as simple as sending emails highlighting those benefits that may be hard to find or embedded in a lot of policy.
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How to get knowledge & competencies
Higher education in HR or a related business field such as Leadership or Management.
Seek a HR mentor
Leverage online resources such as Linkedin Learning and shrm.org
Find problems and make suggestions to fix them (on the job learning)
Find ways to extend your capacity to broaden your knowledge such as taking on additional roles or projects.
Be flexible
Gain HR certifications
There are numerous ways a HR professional can gain knowledge and competencies. Above I highlighted a few examples on how to do this. Some of these may require you to get uncomfortable for example seeking a mentor was a hard one for me because I don’t like asking people for help but this turned out to be one of the best things I did in my career. My mentor has been in HR for 40 years and has truly evolved with the times. She has taught me how to open my mind and think in more strategic ways that impact our entire workforce as opposed to just fixing that same problem for one employee individually and moving on to the next employee problem.
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5 Strategic Partner Strategies
Strategies for ensuring a legal and inclusive workplace
Best Workforce Management Practices Audit
Compensation and Benefits Plan
Organizational Intervention and Evaluation Plan
Ongoing Communication Campaign
Above are the 5 strategies I will focus on in the next couple of slides that will assist a global HR leader in moving from transactional to strategic partner.
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Legal & Inclusive Workplace
Employment Regulation and Policies
The health law is in place to promote employee health improvement and protection. An example of a health insurance policy that influences global organization is the Affordable Care Act. The ACA is a policy in the United States that works towards lowering insurance costs for employees, especially the low income and poor employees. In this case, the employer mandate requires employers to provide a minimum of 95% health insurance cost to the employees and the kids until they turn 26 years of age (Starkman, 2017).
Equal pay equality is another policy that varies from country to country, and this has a major effect on the global organization. In some countries, it is required that equal pay is extended to all employees who are at the same level. A violation of this may result in the employee going to the court and sue the company for this.
The legal and diversity factors that exist in different countries across the globe have effects on global organizations. This will usually have an effect on the human resource department since the global organization has to stick to the legal and diversity factors. In an effort to help HR become a strategic partner I will examine employment regulations and policies, tools to help identify issues before they arise, and the strategies a human resource manager can take to create an inclusive culture in the organization.
Employment Regulation and Policies
Failure to comply with this policy as an employer in the United States is subject to penalty. Health insurance is, however, different in other countries, depending on the existing health laws. In some countries, the employer is just a minor contributor to health insurance, with the employee being the major contributor to health insurance.
Equal Pay:
A violation of this may result in the employee going to the court and sue the company for this. If this is successful, the law requires employers to pay back the lost amount of money and accumulated penalties to the employee. In other countries, the equal pay equality law majorly focuses on equal gender. For this reason, the human resource manager has to aware of the employment regulations and policies specific to a country to avoid legal violations.
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Legal & Inclusive Workplace cont..
Religious Rights:
It is essential for a human resource manager to be aware of the differences to ensure they do not end up in religious discrimination cases
For Islamic religious rights, they mostly require employers to create time during the day for them to do go about their worship and prayer routine. This will mostly require the employees to get at least 10 minutes for 3-4 times in a day (Nair & Vohra, 2015).
Employment policy on religious rights. There are different religious rights that exist across the world due to the differences in religious beliefs.
The major Islamic religion countries will also require the employees to be relieved of their duties on Fridays from around midday, for this is their official day of worship. For other groups, there are different religious rights that must be observed by the employer, and failure to this will result in a violation of their rights.
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Tools to Help Identify Issues
Collaborative Environment
Will help employees raise issues comfortably and reduce the occurrence of violations.
Employee Voice
When the employees in a company are given a voice, they will address issues openly, which helps solve issues before they go so far.
Evaluation of Executive Team
Considering that top-level management has a great effect on the employees under them, values they hold are easily passed down across the organization.
As a human resource manager, one should ensure they help identify issues that relate to diversity and inclusion in the workplace before they arise. The tools to be used in this case come from the inclusive workplace model. The first tool to be used is a collaborative environment. According to Hamill, this requires the company employees across different company levels to work as teams to achieve common goals (Hamill, 2020). This collaborative environment will help employees raise issues comfortably and reduce the occurrence of violations.
The second tool to identify issues before they arise is giving the employees a voice.
Another tool that can be used is the evaluation of the executive team on issues concerning diversity and inclusion. Considering that top-level management has a great effect on the employees under them, values they hold are easily passed down across the organization. Results showing a non-inclusive executive team is an alarm for violation of diversity and inclusion in the company and therefore calls for corrections to be made (Hamill, 2020). The particular executive team members should also be of diverse and inclusive nature to make it easy for these to be brought into the company.
Another honorable mention if time permits:
Another tool to identify diversity and inclusion issues before they arise is creating open dialogues on inclusion and diversity. This can be done through meetings to let the employees be open about issues they face on diversity and inclusion issues. Making the meetings a routine will help the employees be more comfortable raising inclusion and diversity issues.
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Inclusive Culture Strategies
Teamwork
Inclusivity in the executive teams
Make it more friendly
With teamwork, it creates a conducive working environment, which helps eliminate the fear that employees may have. This will help be more open about issues in the company.
The second strategy to be used is inclusivity in the executive teams. It has to be ensured that the executive team's composition shows some inclusivity (Hamill, 2020). This will help employees with various differences to feel included since they are well represented at top management levels. This will also bring in inclusivity in the decision-making process.
The second strategy to be used is inclusivity in the executive teams. It has to be ensured that the executive team's composition shows some inclusivity (Hamill, 2020). This will help employees with various differences to feel included since they are well represented at top management levels. This will also bring in inclusivity in the decision-making process.
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HR Best Practices Audit
Suitability to the position
Consistency of the process
Legality of the process
Creditability of the recruitment process
Transparency of the process
Effective Recruitment
Human resource department of an organization is an important unit of the organization because it addresses all staffing needs of an organization. The human resource department ensures that the right staff is deployed in an organization to ensure the best outcome with an organization. The department also ensures the rights of workers are observed by ensuring fair compensation for their services and that all disputes involving staff are settled in an impartial manner to satisfaction for all the parties involved. Recruitment of the right staff is critical to ensuring the organization achieves its objectives. This promotes fairness in recruitment by ensuring that transparent and unbiased recruitment and selection process is adhered to, so that the best candidates are appointed based on merit best fit to the values, goals, and the philosophy of the organization (Acikgoz, 2019).
Recruitment process is appropriate for the organization for a number of reasons. To begin with, the organization should ensure the job description meets the business needs. Appropriate and consistent selection criteria should be followed at every stage of the process. Besides, the selection process needs to be conducted in a manner consistent with the legal provisions. This promotes confidence of the candidates because they are sure it is a genuine job and the whole process is open to be followed by all the stakeholders. The five critical elements that should be considered during recruitment process include suitability, consistency, legality, credibility, and transparency.
The recruitment and selection process require the hiring team to have predetermined criteria that the organization utilizes at all stages of the recruitment process. This eliminates possible risks associated with bias and discrimination during the process. This ensures that all the candidates to the job are treated equally by asking them similar questions. This enhances an equal assessment of all the job candidates.
The recruitment and selection process should be conducted in line with the provisions of the privacy and equal opportunity legislation to ensure the process is conducted in the most transparent possible manner. The recruiters and the recruitment policy need to adhere to these provisions by making it clear to the recruiters. This should be enhanced because it could potentially harm the reputation of the company as it looks at making its relations better with the recruits and other stakeholders to promote their relations.
The process should be backed by credible sources of information regarding job advertisements by ensuring they are genuine. Some of the organizations might just post an advertisement with the aim of polling talents outside their organization without the aim of recruiting new talents. The organization need to call the applicants to follow a certain application procedure, making them to feel more confident with the position they are applying for since they are sure the position really exists. If the candidates observe that the organization is reputable by observing good practices through recruitment process making potential employees to become part of the team.
All the procedures during the recruitment process need to observe transparency. This should make it possible for all the stakeholders such as human resource department heads, line managers can easily follow the process and are confident with the outcomes. This promotes openness and trust among the recruiting team human resource departments because they are sure the best were selected for the available posts (Soelton, 2018).
The organization need to ensure the recruitment process is as effective as possible by using applicants tracking systems to have a background check on the candidates before they are fully recruited into the organization. Besides, only basic information should be included while describing the available position. Candidates’ communication should be made a priority to ensure the best talents are attracted to the post. The current employees should be given a priority because they are already used to the organization systems. When the organization has identified elite candidates, they can make arrangements to meet them. The interview process needs to streamlined and focus on building the existing talents and incorporating new ones to enhance diversity. Efficient recruitment process is specific to the organization and used as a model of sourcing and finding the right individuals for the right job at the right time. This process has to follow a step at a time to ensure the right talents are brought to the company to contribute to its growth.
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Steps: Effective process and Comprehensive Recruitment process
The organization human resource managers need to identify the need for hiring.
Once the need has been identified, the best recruitment team should be set in place.
The job description should be outlined to ensure the best talents are captured.
The recruitment team should engage in a talent search from the candidates interested with the available position.
After the screening of the candidates, the candidates should be shortlisted.
Then they are invited for interviewing after which they are evaluated and offered employment.
Once the new employees are offered a job, they need to undergo introduction and induction as part of the workforce for the company.
Benefits of Effective & Comprehensive Recruitment Process
Time saved on identifying the appropriate candidate, their recruitment and consequential hiring.
The recruitment process will be proactive rather than reactive eliminating the possibility of workforce shortages within the organization. This will result in overall improvement in performance of the organization (Muruganantham, Antony & George, 2020).
Besides, if the process is conducted effectively all the employees of the organization will remain engaged throughout the process and after employees are brought to the organization.
With employers struggling to solve the issue of labor shortages, there is need to come up with a process of efficiently and effectively identifying, assessing, and hiring talents to fill these gaps. Organizations should come with recruitment strategies that streamline recruitment efforts, improve hiring processes, and speed up the process. Besides, the organization need to have a standardized process that ensures the process is going as planned by making it easy to identity inefficiencies in the recruitment process. (Soopramanien, 2020)
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Checklist – During Recruitment Process
Ensuring a hiring plan is in place
Identify the sources of the candidates
Creating and publishing the job posting
Make sure the job is easy to apply
Enhancing an open position
Screening, shortlisting and inviting them for interview.
Communicate with candidates after interview and close the deal.
This checklist ensures that the organization has a guide that that streamline processes to ensure everyone is on the same page, and identifying areas of the process that require improvements.
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Compensation and Benefits Plan
Aspects that Motivate Employees and Impact Performance in an Organization
Recognition for their hard work
Being Given Opportunities for Learning and Development in the Workplace
Having a sense of purpose and Meaning in their Work
Working in a Company with a Positive Culture
Having a Clear Path for Career Progression
Employees like it when they are acknowledged and thanked for their hard work. They feel appreciated and get connected emotionally to the organization. A clinical psychologist in the U.S called Fredrik Herzberg said that employees feel demotivated when they are not recognized (Ciobanu et al., 2019). To do that, managers and employers should target to do more than financial remuneration to the employees. Praising the employees for doing well serves the interest of the employers also. Some employees like to be recognized in front of the others while others want it in private (Ciobanu et al., 2019). For instance, those who want a certificate as others watch. Studies done have shown that employees who are recognized are motivated to do better. Thus, there is improved performance in the organization. However, statistics have shown that only about 24% of employees reported that their leaders encourage them.
Research from LinkedIn reported that 94% of employees would remain in their organizations if they are given a chance to learn and develop themselves (Fiaz et al., 2017). Another study done in 2019 indicated that 22% of employees would leave their organizations if they get opportunities for training in other organizations.
According to the Director of Hays Australia, the leaders should conduct skills assessment of the employee’s first so that they can identify gaps and the necessary skills going forward. For instance, resilience and adaptability. Those organizations that do not have a budget set aside to do additional training for employees should utilize free online training opportunities (Osabiya & Joseph, 2015). For example, online conferences, and webinars. Managers and other leaders only need to take time to search for them. In the hospitality sector, training of employees has been found to lead to low business costs, increased job satisfaction, and consistency in job performance (Osabiya & Joseph, 2015). It does not only benefit the employees but also the employers. It is the responsibility of the chief executive officer to organize how that will be done until their organization emerges as the best.
An employee likes feeling a sense of purpose and meaning in their work. Studies done have shown that there are employees who would leave their work if they cannot see how their work contributes to the development of the final product. According to a London business school’s professor, managers should make the work of employees feel perpetual, personal, and authentic. Leaners should also work with their teams when designing their roles so that they say the tasks that give them personal meaning (Fiaz et al., 2017). Hence, the team is assigned roles that make each of them fulfilled and they become productive.
As stated by the Alistair Cox CEO, the culture of a company forms its personality, and thus, it determines the talent that is attracted and retained. A study done by Deloitte found it that there is a relationship between the happiness of employees and the culture of the organization. Leaders should focus on well-being, compassion, diversity, inclusion, and equality to form a company culture that leads to the motivation of employees (Manzoor, 2012). Taking care of the well-being of employees minimizes the risk of burnout and thus, ensures that their mental health is upright.
Mental health support helps to prevent employees from feeling overwhelmed. A study was done on employees and 53% of them reported that they like maintaining a balance between work and well-being (Manzoor, 2012). A leader should be compassionate by putting themselves in the shoes of others, supporting them in what they need to do, and being self-aware. A diverse workforce is the one that is a reflection of society while inclusivity enables people to be their authentic and true selves. Thus, they do not fear to give their perspectives s and they do their best to improve performance in the organization.
Professionals like working in an organization where there is hope for climbing the ladder in terms of promotion. A LinkedIn research showed that about 45% of employees would leave their jobs if not offered opportunities for advancement (Ciobanu et al., 2019). Hence, leaders need to come up with clear plans for progression to their employees where they discuss matters to do with their ambitions. Research done has shown that leaders who discuss with their employees about their goals and work with them to achieve them retain good employees.
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Rewards Plan to Increase and Maintain Employees’ Motivation
A rewards plan for the increase and maintenance of employees’ motivation will involve a monthly assessment of their performance for them to be rewarded. Those who do well will be recognized and given certificates and cash awards. Depending on their personal preferences, they can be congratulated individually or in the presence of the other employees. Those who perform well consistently for one year are promoted. Besides, the organization will cater for an overseas trip for them.
Organizational Intervention and Evaluation Plan
Technological Trends Impacting Small Business
Technology Change for Small Business
Reviewing the Effectiveness of Technology Implementation
Globalization, swift technological advancement, and the COVID-19 pandemic have set the stage for significant challenges for small businesses all over the world. In this way, technology and innovation can help companies swiftly adjust to the trends and tendencies prevailing in the market today. Implementation of new marketing strategies based on social media communication and data analytics is one of the primary drivers for small businesses during the coronavirus pandemics.
Globalization provided an opportunity for the companies to expand their customer segmentation, thereby appealing to a more significant number of clients worldwide. Creating accounts on various social media platforms, particularly on Facebook, Instagram, or TikTok, can serve as a beneficial tool for reaching out to clients and establishing with them more efficient and credible communication. Not only can companies sell their products and services online via social media, but they also have great opportunities to create a sense of value and strengthen brand recognition. Social media marketing also refers to the enhanced analysis of the primary company’s audience and leads to a more thorough understanding of the market.
The strategies on the effective transition to the organizational change refer to:
Establishing clear and transparent communication
Setting achievable and clear-cut goals for a specific timeframe.
Proving sufficient training and support
Accumulating feedback and dealing with change resistance
Monitoring change implementation: The company should track the technology’s implementation progress to understand whether it accumulates a positive impact on the company’s functioning. The process of monitoring and supervision should not limit and negatively influence the team members’ participation.
Reviewing and monitoring technology implementation requires a step-by-step strategy. It can encompass an analysis of specific variables and factors that are related to customer feedback, sales, revenues, and overall company profitability. Changes in these variables should demonstrate the impact of a particular technology on the company’s operations
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Ongoing Communication Campaign
Nonstop communication campaign
Highlights the good and the bad
Extremely transparent
Bad News Burger – Used
Magical Words
Effective in relaying messages that are easy to understand
As I mentioned on a previous slide not only is the Ongoing Communication Campaign going to serve as a 5th strategy it is also one of the strategies I have experience with. Employees do not like to be left in the dark nor do they like to only know the good news. Creating a ongoing communication campaign that is sent put regularly and includes all news rather good or bad and maintains transparency is a excellent way for employees to build their trust with the organization.
Is everyone going to like what they hear and see? No. But relaying the ups and downs will go a long with employees because they tend to become more invested in the overall success of the company and begin to partner with the organization to reach goals that ensure the success of the company. (Muruganantham, 2020)
What is the Bad News Burger: This is a great technique I learned to use when delivering no so pleasant news. You give some good news first , then the bad and more good news.
Example:
I want to thank all you wonderful employees for your hard work and dedication during this trying Covid 19 pandemic. Because of you all we were able to meet our yearly sales goals and we could have not done this without you.
In an effort to stay on the right track we will have to temporarily reduce overtime during the holiday season.
However as a result we will be able to give each associate a gift card to show our appreciation.
Messages should be easy to understand for all employees on all levels.
I have seen first hand how implementing a communication campaign has increased performance and helped retain employees.
“Ensuring you have good communication with your employees is an ongoing battle, but it’s a battle that must be done!
Without proper communication, the workplace begins to break down and operate at a far less productive level”. (backstitch.com)
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Pulse Checks (Surveying the Workforce)
Employees want to have a voice and feel heard
Employment Engagement is key
Growth
Results
Moving along to my last point which is another strategy that I have used and that is what I like to call “Pulse Check”.
Pulse checks can be done in the form of a survey and will help you collect valuable data that can assist you in your strategic plans for the company. I like to personally keep the survey questions to a minimum with maybe 5-7 multiple choice questions and room to explain answers if needed. (Soleton, 2018)
Question Example:
As we approach 2021 what are you most worried about?
Contracting Covid 19
Working from home
What school looks like for your children
The companies profit
Employees want and deserve to be heard to have a voice and their engagement is key when it comes to an organizations success, growth and results.
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Conclusion
In order to be an effective strategic HR partner with an organization you need to remain abreast your field by continuing to grow in this field with experience and knowledge. There are many strategies and skills that HR professionals can use and implement to ensure success of the organization as they move forward and contribute to the overall success of the company they represent.
References
Akpan, I., Soopramanien, D., & Kwak, D. (2020). Cutting-edge technologies for small business and innovation in the era of COVID-19 global health pandemic. Journal of Small Business & Entrepreneurship, 1-11. doi: 10.1080/08276331.2020.1799294
Henley, A., & Song, M. (2019). Innovation, internationalization and the performance of microbusinesses. International Small Business Journal: Researching Entrepreneurship, 38(4), 337-364. doi: 10.1177/0266242619893938
Ciobanu A, Androniceanu A & Lazaroiu G. (2019). An integrated psycho-sociological perspective on public employees’ motivation and performance. https://www.frontiersin.org/articles/10.3389/fpsyg.2019.00036/full
Fiaz M, Su Q, Amir I & Saqib A. (2017). Leadership styles and employees’ motivation: Perspective from an emerging economy. The journal of developing areas. 51(4), 143-156. https://muse.jhu.edu/article/662834/summary
Manzoor Q.A. (2012). Impact of employees’ motivation on organizational effectiveness. European journal of business and management. 3(3).
Osabiya & Joseph B. (2015). The effect of employees’ motivation on organizational performance. 7(4). https://academicjournals.org/journal/JPAPR/article-abstract/721D2F153302
Acikgoz, Y. (2019). Employee recruitment and job search: Towards a multi-level integration. Human resource management review, 29(1), 1-13.
Muruganantham, G., Antony, S. P., & George, E. P. (2020). Understanding job and organizational attributes as signals from recruitment advertisement. Journal of Indian Business Research.
Pang, E., Wong, M., Leung, C. H., & Coombes, J. (2019). Competencies for fresh graduates’ success at work: Perspectives of employers. Industry and Higher Education, 33(1), 55-65.
Soelton, M. (2018). Toward the best model in recruitment process and employee competence in outsourcing industries. Jurnal Ekonomi, 23(2).
Hamill, L. (2020). Council Post: What An Inclusive Workplace Actually Looks Like, And Seven Ways To Achieve It. Forbes. Retrieved 15 October 2020, from https://www.forbes.com/sites/forbeshumanresourcescouncil/2019/02/04/what-an-inclusive- workplace-actually-looks-like-and-seven-ways-to-achieve-it/#51c32766316b.
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