By Eric Magbaleta, SPHR
Many leaders still believe HR does not have the skills necessary to effect change, make contributions that add value, or just plain understand the business. Why hasn’t this mindset changed? There must be some way to dispel this notion in order to drive business results. Here are some “I’s” for HR that should help change the mindset.
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Immerse yourself in the business—I’m not talking about company mission, vision, and goals. Of course, these are important to know, but what HR professionals need to understand are company finances, their competitors, the business model, etc. Connect with those in other areas such as Accounting, Finance, IT, or Marketing to become familiar with the strengths and weaknesses of the company. Talk to customers for their perspective. Understand what keeps the CEO up at night. HR professionals must continue to show how they can be a factor in the business proposition by asserting themselves into assignments where they can directly impact customers and stakeholders to achieve positive results.
Improve performance using metrics—Just because HR has data does not necessarily mean they are doing a good job, but rather, it is what one does with the data. Keep it simple. Seriously. But don’t put together metrics that report the number of people hired in the last month or number of who attended a training class … BE STRATEGIC! Use the metrics to look for patterns or identify differences between actual and desired performance and ask relevant questions, such as “Where is my highest ROI?” or “How much will this save the company?” Or even, “How does it impact the bottom line?” Remember, metrics are just that. They can tell part of the story but they can also help identify changes that need to be addressed in order to make improvements.
Influence others—HR professionals may believe they are able to work and get along with anyone. This is not always the case as one tends to typically work better with some than others. Sure, there are personalities that some are unable to get past or and there are just plain office politics that some will need to wade through, but managers must have facts, data, or a business case to provide some justification for their rationale. It takes time to develop the art of persuasion so understand this skill does not occur overnight. It is not about command or control, but rather the ability to build relationships in order to persuade, convince, and gain support from others in order to accomplish business goals and objectives.
Eye on the horizon—OK. I know the word eye does not begin with the letter “I,” but I am reminded from time to time that HR professionals oftentimes forget to develop themselves. Many options exist, such as going back to school, obtaining professional certification, or even attending conferences to brush up on skills or changes in the industry. These are always good ideas, but what is sometimes overlooked is the value of the mentor/mentee relationship. This can take various shapes or forms, meaning it can be someone internal or external to the company for which you work and it doesn’t even have to be formal. However, it should be someone that you can connect with not only on a personal level but also on a professional level, someone who can help you achieve self-development goals that will make you more valuable as an HR professional.
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About Today’s HR Daily Advisor Blogger:
Eric Magbaleta, SPHR, works as a Strategic Human Resources Business Partner for a large aerospace and manufacturing company located in the Pacific Northwest. He is committed to partnering with managers and leaders to develop innovative business solutions that support and achieve company business goals and objectives that positively impact the company’s bottom line.