In yesterday’s Advisor, Lori Kleiman, SPHR, presented her 7 steps to an effective HR assessment; today, the challenges of the HR function along with a brief Q&A with Kleiman.
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HR is charged with many tall tasks—ensure compliance, boost retention and engagement, and align HR’s initiatives with the organization’s structure and underlying strategic mission. To be successful, HR must assess the organization’s current processes and overall structure to ensure that jobs are properly defined, departments are organized in a logical and effective way, and that organizational objectives are being met along the way.
Accept the Challenge
You can’t operate in a vacuum, but it can be a challenge to show how HR projects align with corporate goals and contribute to driving the organization forward. That’s where an HR assessment comes in. This strategic tool can help you ensure that HR is meeting the organization’s strategic goals and compliance needs!
Looking to streamline your time and attendance process? Start on January 21, 2015, with a free interactive webcast, Beyond Time and Attendance: The Transformative Power of Workforce Management. Learn More
Q&A with Lori Kleiman
Kleiman, a Chicago-based business expert with more than 25 years of experience advising companies on HR issues, has supplied some frequently asked questions—and answers—to this HR topic.
Q: There is so much to the HR function. How do I know if I am doing everything right?
A: It is critical that HR professionals—and those responsible for the HR function—take time to step back and evaluate processes. This needs to be done for compliance, as well as for the analysis of processes that may be in place.
Q: How can I help our executives see the strategic value I bring to the organization?
A: Completing an HR assessment and then being strategic about your goals for the year is a great way to highlight the HR function and what you are adding to the attainment of the goals for the company. Be sure you are setting out goals that are important to the leaders and focused on driving your organization forward.
Your HR assessment may reveal that you could benefit from automated systems or software, especially for cumbersome processes such as time and attendance tracking. The benefits of analytics can be great for not only time and attendance, but workforce management overall. How to get there? Fortunately there’s timely help in the form of a new webcast—Beyond Time and Attendance: The Transformative Power of Workforce Management. In just 60 minutes, you’ll learn everything you need to know about using analytics to not only track time, attendance, and compliance, but also transform your entire workforce management.
Register today for this free (thanks to sponsor Kronos) interactive webcast.
Automation and analytics drive efficiency—and we can get you started. Join us for the free interactive webcast Beyond Time and Attendance: The Transformative Power of Workforce Management. Register Now
By participating in this interactive webcast, you’ll learn about:
- Moving beyond the traditional benefits of time and attendance automation and truly understanding the ROI of accurate, accessible time and attendance data.
- The case for why HR professionals, operational leaders, finance leaders, and senior executives should care about self-service capabilities that automate and integrate time and attendance processes.
- Using time and attendance data to lay the foundation for powerful workforce and business analytics—even if you are just beginning your business intelligence or analytics journey.
Register now for this webcast.
Wednesday, January 21, 2015
2:00 p.m. (Eastern)
1:00 p.m. (Central)
12:00 p.m. (Mountain)
11:00 a.m. (Pacific)
Join us on January 21, 2015, for the free, in-depth Beyond Time and Attendance: The Transformative Power of Workforce Management webcast.
Old info. Kleiman’s information was not only dull but old school. She needs to get with the times and approach HR in a more modern, imaginative way. Complete waste & dull
I am familiar with Lori Kleiman thru a variety of professional ways and have regretfully sat thru her presentation(s) at the annual SHRM conferences. Her manner of presenting – even thru this Q&A -is talking at us HR professionals rather than with us. Frankly, I find it insulting. The Q&A and the information from 1/14/15 was of ZERO value. No value-add here at all. My suggestion, and while it is a blunt one I do mean it in a spirit of genuinely caring about my chosen profession of HR, is to have more innovative contributors who have a.) far more updated knowledge and b.) a far more positive, pleasant approach.