Quality of HR Services

HR is not just a strategic business unit that we have all dreamed of. We have to keep the organization running, as well. We have to accomplish thousands of individual transactions each month. It is hard to process them without any failures and errors. It is hard to argue with managers that the process is stable, just in this case there was a mistake. HR has to measure the performance of key HR processes to have arguments for managers and employees. First, HR has to define the term quality…

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2015 Company Goals? Looking for them on the Internet?

Do we recognize the importance of Goals and Objectives for the organization? Why start-up companies set challenging targets? Why the mature businesses set ambitions that do not shine and provoke employees to go the extra mile? It is always about the leader of the team. The leader agrees goals with all stakeholders and shareholders. They have expectations, and they usually expect a pleasant and predictable return on the investment. Taking a risk is not a best practice to be followed for them. Most…

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Succession Planning in HR

Human Resources has a serious issue with the succession planning procedure. The team is usually small, each team member has different responsibilities and the required set of skills and competencies is significantly different. The job roles in HR are very diverse, and employees are highly specialized. In addition, most decision-making power lays with HR Business Partners and Heads of HR Centers of Excellence. In such circumstances, the succession planning is a challenging chess game. HR…

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High-Performance Corporate Culture

Too many leaders believe that they run the company that has the real high-performance corporate culture. They set strict targets for managers and employees. They create challenging vision. However, they have no real results. Employees miss goals and the implementation of the new strategy is slow and stops several times during the year. In such a case, the organizational culture is not the high-performance one; it is a living in a comfort zone one. The leadership team has to understand…

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Best Start-Up HRM Strategies

Most start-up businesses require a simple HR Strategy that covers following areas: hiring and new hire orientation; keeping the focus of the team; high-performance organization and team spirit; results driven with the unique reward and recognition elements. The start-up company has to design a robust and efficient recruitment process as the priority. Most start-ups grow quickly, and they double their staff on a monthly basis. It is very…

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Hiring Manager and HR Support

Human Resources has the ownership of the recruitment process in the organization. It is accountable for all new hires coming to the company. HR Professionals should not forget this. We are responsible for all new hires, and we have to provide the right support to hiring managers to make them comfortable when selecting a new team member. HR has to ensure that the job description is precisely defined. It does not mean that the document exists. It means that…

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How to become the HR Manager in 4 steps?

STEP 1: Studies Nowadays, the HR Professionals have to be close to the business leaders. They have to speak the same language. They have to be able to interpret the balance sheet. They have to construct a basic Cost and Benefits analysis. They need to be educated in the financial management basics. They have to build some hard skills, and they can add the HR soft skills layer later. The young graduates with a solid business management skills are the most valuable job…

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Succession Planning: Simple process and tools

The succession planning is one of the key HR processes. It is maintained by Human Resources, but the only employee accountable for outcomes is the CEO of the company. Each leader has two key roles in the organization. The leader has to set a vision for the organization and needs to develop successors that will continue the successful journey of the team. The succession planning is a strategic HR Process that identifies successors that can take over roles in the organization at…

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HR Strategy Presentation

The first question HR needs to answer is about the purpose of the strategy. We do not develop strategies to spend time with friends from the business. We develop strategies because we believe we can gain the competitive advantage if we have one and implement it. We just describe the landscape around us, identify our key competitors, determine our strengths and weaknesses (SWOT is a great tool) and define our future strengths. Additionally, we…

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HR as a Strategic Business Partner

Human Resources cannot be recognized and valued as the a strategic partner if HR does not focus on the excellence of the delivery of its services to internal clients and customer. The service delivery excellence is the condition number 1 to become a valuable partner for all managers and business leaders. They do not want to complain and push HR Professionals to solve difficult situations. They expect Human Resources to answer it before they notice any arising issue in the organization.…

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HR below the line

Goals, Goals, Goals!

Setting the right goals and objectives is the true art of the leadership. Human Resources trains managers and leaders how to set the targets for departments and employees. It manages the process so that all targets are aligned with the vision of the organization and follow the same approved principles.

However, Human Resources forgets to set the objectives for Human Resources Department. Just as the inspiration, you can find Goals and Objectives examples for the HR Business Partner, Recruitment and Staffing, Compensation and Benefits, Training and Development, Succession Planning, Leadership Development, HR Social Media, Employee Retention and HRIS.

The goals and objectives should be taken as examples. They are not the real targets to be used as they are provided. They just inspire. They help building the modern Human Resources Management Function in the company. Do not follow them blindly.

About Creative HRM

Human Resources Management is an essential business function in organizations that gain the sustainable competitive advantage. The development of Human Resources Management Practices and Procedures is an important way to reach targets and growth. HRM always start with the introduction of basic HR Management Policies, and it develops into the Leadership Development, sophisticated Compensation and Benefits, Organization Design, Performance Management and Career and Succession Planning.

creative HRM is a personal informational project focused on the description of latest trends in Human Resources Management. HR is a quickly developing business function, and new HR trends or procedures occur often. However, the implementation of new trends is difficult, and we should learn from mistakes and successes of others. Connect and stay connected.

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Success Measuring Statistics

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