Human Resources Visibility in the Business
The modern Human Resources Management has a simple aim - it sets policies and procedures so that managers can build the sustainable competitive advantage. However, the success of the HR Management is not just based on delivered policies and procedures. HR share the responsibility to deliver business goals with the leadership team; it builds innovative solutions for managers and employees. However, this is not enough. Human Resources needs to be visible in the organization. The HRM Visibility is a critical success factor. Employees and managers should not take all competitive policies and procedures as granted. They should feel that Human Resources represents a great balanced interest of employees, managers, and shareholders.
The leadership cannot be done by sending long and inspiring emails. Most successful leaders do not write too many emails. They just walk and talk to managers and employees. They engage employees into the thinking and decision-making processes. They want to hear the instant feedback. They want to know how employees feel about the development of the business. Human Resources has to act the same way. HR Managers need to be visible on the floor. People have to meet them in corridors. They have to respond to all emails coming to their mailboxes. They have to present proposals, and they have to communicate successes and failures. The visibility of Human Resources in the organization makes HR real.
There is a secret of the success. Most people believe that their success is determined by results they deliver. Partially, they are right. However, it is just about 20% of the success. The remaining 80% are of the visibility of the person. The employee has to be visible, and each member of the leadership team has to know him or her personally. Each successful employee stands behind his or her results. He or she identify all opportunities to present results. He or she likes to participate in challenging projects. That is the secret of the successful career. It is the same with Human Resources Management.
The modern organization has to balance many interests and internal fights. It has limited resources, but it has many goals and wishes. Each manager pushes his or her vision of the future. HR has to influence the leadership team to get resources for its strategy and vision. Most leaders do not invest into Human Resources and the HR technology because HR is not able to present a positive business case. However, HR has to demonstrate the influential leadership. It has to build the burning platform. It has to be visible so that everyone in the leadership team understands the requirements of the modern HR Management.
Human Resources is not respected in the organization if it does not sell proposals and solutions. HR will not be regarded when it does not offer the shared responsibility. HR has to offer help and share the pain and gain with managers. Many HR solutions are tough, but the business realizes tremendous benefits. In such circumstances HR has to stand by managers and helping them implement the solution. It has to influence managers positively.
Human Resources has to affect how it is perceived in the business. Employees must know HR topics, and they have to discuss them. HR cannot be the invisible department that just sends unpopular emails. Even a tough decision can be perceived as a positive one when it is communicated adequately and widely. The HR Manager has to stand in front of employees and cannot leave any question unanswered.
The visibility of HR is about best practices being used in the organization. HR should not just follow best practices. HR has to build best practices that give the business the required best practices. Each Human Resources Department has to choose up to three priorities to become better than competitors on the job market. It cannot beat competitors in all areas. It has to select just a few to become the recognized star.
Today, Human Resources has an excellent opportunity to increase its influence and visibility. It can use social media as an active communication tool. HR can build influential internal and external communities. Such groups around the same interest can impact each important decision that can improve the picture of HR Management in the organization. However, HR has to build a new skill - it has to become the social media master. Being skilled in social media communication is a great competitive advantage. Find more about social media goals and objectives.
HR needs to be recognized as a valuable and respected partner. The internal and external visibility has no benefits if the department is not respected. The managers should call Human Resources before taking action. They should consult. They should get advice from the HR Business Partner. They should agree on next steps, and they should make a challenging decision together.
Last, Human Resources has to strengthen its executive presence. The HRM Visibility depends on it. It should not be just the HR leader; all HR Managers should be widely recognized by the leadership team. They should be invited into working groups that look for the solution of the challenging and painful issues. The HR Leader should open the door for his or her managers. However, they have to make sure that they bring innovative ideas. They can present feedback from employees and summarize it into several proposals.