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I've worked over25 years, the past13 years with ELARABY GROUP Co.and others, and this is not a new endeavor for me. Throughout my career, I have consistently faced the question:- "How does HR add value in a business?" My approach is to not replace HR team with new people or technologies, but to teach them the new skills required for HR's new role in today's business environment. I understand that this is a multi-year journey, but feel it is the right approach for the business.
I believe HR can add great value to organisation. For that first, the HR department should identify the key problems in the business scenario. Identifying business issues is the first step to propose a favorable change in the organisation's productivity. Next, determine the key success factors of the organisation. Identify how can the Hr department propose to add more value to improve the key strength areas as well as identify the organisation's weak spot with proper analysis of numbers or facts. Propose a plan of action to convert the weak spot area to be productive and later add it along with the success factors. For example, In an organisation, there is a decreased productivity compared to previous year in a respective department. This is how the HR department can add value in the situation. Identify the key issue - Find reasons for decreased productivity. Project and plot it against various dependent parameters - infrastructure failure, decrease in manpower, reduction in sales, failure in procuring raw materials, operational failure etc. Factoring quantitatively with numbers, you represent the data and identify that the major problem is decrease in manpower. Further investigation on the decrease in manpower helps you to identify the underlying reason which could be high employee attrition. Drilling down further on employee attrition, you may find the reason why employees leave the company is due to 1 or 2 policies. So the result is advising the management to change a policy which ultimately impact on increasing the organisation productivity. This is just a simple example. But HR brings value by analysing organisational issues and proposing solutions.Back it up with reports and data.
HR back to basic its bout human.Getting the right person with the right knowledge or experienced in the right position with measurable tools.
You need to know current business required what type of position and skills required.
Then apply DISC method or other method to filter and get the suitable candidates for the position.
You may apply Chinese Astrology (Luck) and numerology (Talent) as a way to hire a right person.
Normal interview session also require because its to check applicant's knowledge.
I have been working in a very competitive enviormnment where everyday is a new learning. HR can helps in indentifying the factors related to job and what it is required for an employee to grow and provide training to those. It will help them to grow in the future which inturn create new opportunities for the new people. As it is always the growth of an employee in an organisation which shows the positivity of an organisation and displays increased morale in the employees and the society as a whole.
HR perforates the required work force which add strength to the organization. If HR is allowing incapable people, the ship will definitely sink. It will also engulf the HR.
HR adds value to the company by creating a well managed bond between the organisation and the employee.
HR has to take care of all the needs and deeds of both employee and the organisation.
In an organisation the relationship between the organisation and the employee must be well mannered only in that case the company might reach a goodwill and have a name and fame.
HR adds valuable manpower to the organization and providing necessary motivation and resolving the issues of the employees so employees can perform fairly in their roles.
