It may be time to regroup and focus on HR in your organization

How are you handling your HR functions? Are you using someone in a profession that isn’t specialized in the field of HR? Do you have your Controller or higher level clerical person handle HR day to day functions that you call “HR”? Most of the clients I am referred to this is the case. The important function has sort of been handled as an “after thought” of sorts. I am guessing by now you realize just how important this function is. I know many of my new clients who once didn’t realize the importance are sure appreciating the support now! What you don’t know could “hurt” you. While all are well intended staff members, this type of organization structure is one that is most often struggling the most. The people expected to do HR are overburdened and stressed out. It is impossible to learn HR part time and it is impossible to ensure best practices when someone isn’t experienced in the field. This has been the foundation of my consulting business. While well intended people in such positions feel they are doing a good job, it isn’t until they realize how out of compliance they are that they “surrender” and recognize the need for high level HR expertise.

The other common “error” for many business owners/leaders is using lawyers to fill in for HR guidance and implementation of best practices. The costs to use them in this capacity wouldn’t be cost effective. Having said that, Lawyers are absolutely essential in many aspects obviously. My experience is that legal counsel doesn’t handle implementation strategies, they focus on the law related. Together we work hand in hand. I highly value the legal overview of work that I do, but not until I have given it the focus from an HR professional’s perspective. That’s where the rubber meets the road.

THE HISTORY OF THE HR FUNCTION - WHY DO YOU NEED TO CHANGE THE WAY YOU HANDLE HR?

I find it important for business people who have been working for more than 30 years or so at least, to remember where HR/Personnel was before and where this field is now. It is no longer the paper shuffling role it once was. It is no longer the type of role that you can move such functions to someone who is a “super worker” with no experience in HR. HR is a highly recognized and respected profession that “sits at the table” helping organizations be competitive, retain the best employeees, build strong leaders and while they are at it, in my case doing both compliance and organization development for my clients.

The most important role of HR is to help the organization be successful. While the day to day processing is important, the bigger picture should be the focus of your “go to” HR person. Looking at the customers/clients and stakeholders and help determine what needs to change in the business/organization to be sure the business can be most competitive and respond to the needs of those who seek your product/services is key. “HR” is about being “outside” of the business as well as the “inside” perspective. From ‘my perspective, HR is never ending learning and growing. It is a field where one is constantly growing and building expertise, skills and value to an organization. Having said that however, the more quality experience one has out in the business world, the more such an HR professional will be able to guide you. I always say, the best teacher is the school of hard knocks and that only occurs with years of experience working with a varitey of businesses and situations.

What does a business need to be successful? Strategy, operating systems of course but your employees are what makes the difference. The talent, the focus on those who will make you successful. Skills that are needed in the HR field are strategic, logical, digital, consultative and influencing while being focused on the desires of stakeholders and needs of management. That’s where my background blends it all. My clients large or small receive a highly experienced HR professional who handles BOTH HR compliance and Organization Development and structure strategies. Further developing leaders and business owners is key to my support,coaching is a huge part of the support provided by JBM. A good leader is the one who knows what they don’t know and seeks the help they need to be effective.

What are the outcomes HR should be assisting in creating? My love for this field is due to the role that I can play and how it can influence the businesses who take advantage of my level of HR/Organization Development expertise. Reputation, customer/investor confidence, business desired outcomes are among those ways a strong HR/OD person can assist you. It is money well spent. How skills drive outcomes is what makes a difference. HR value is in being trusted, credible and to serve as a strategic guide to senior leaders and business owners. Coaching business owners, leaders and working with employees to empower and motivate them to be a part of the business success is key. Strong employee relations and engagement is a huge focus for JBM’s support. When we show we respect and need our employees to help us grow, we naturally are more successful. My retainer clients see this work and appreciate this. Whether you are large or small, this is something you need to focus on. It often doesn’t hit the radar as it should because of being busy day to day with your primary business but without the important elements related to your business, you are missing tremendous opportunities.

At this point I would recommend you be honest with yourself and ask yourself these types of questions

How are we handling HR now?

What expertise do we have in that role?

How often do I utilize their expertise in developing policies, strategies and expected outcomes? If not often, here is your first clue that you are missing support and expertise you need.

How much time is the person who is assigned to HR spending on that function? Then ask, are we compliant? How do we know?

What is the experience level of our in house HR person?

Leaders and business owners who are most effective are those who know what they don’t know, I stress that because too often we believe we know more than we do. Be that leader who is honest with oneself and recognizes the value of having HR expertise at your fingertips and is willing to invest in becoming a stronger business by adding such skills to the organization.

My goal in setting up my consulting is to provide affordable, high level HR for any size business. I have successfully done that now for over 13 years..JBM makes this easy. https://hrwebsource.com/p/hrnow

Further don’t forget your compliance needs as well. JBM offers a variety of short but thorough webinars to help guide you on the latest hot topics and focus areas you need. https://hrwebsource.com/p/webinars

I chose this topic because I am gaining new clients who are realizing the gaps and found help by engaging JBM! Many expressed that it would have been helpful to know how utilizing a third party HR person works so I chose to share this with all of you!

HR Tuesday Tips - It may be time to regroup and focus on HR in your organization

How are you handling your HR functions? Are you using someone in a profession that isn’t specialized in the field of HR? Do you have your Controller or higher level clerical person handle HR day to day functions that you call “HR”? Most of the clients I am referred to this is the case. The important function has sort of been handled as an “after thought” of sorts. I am guessing by now you realize just how important this function is. I know many of my new clients who once didn’t realize the importance are sure appreciating the support now! What you don’t know could “hurt” you. While all are well intended staff members, this type of organization structure is one that is most often struggling the most. The people expected to do HR are overburdened and stressed out. It is impossible to learn HR part time and it is impossible to ensure best practices when someone isn’t experienced in the field. This has been the foundation of my consulting business. While well intended people in such positions feel they are doing a good job, it isn’t until they realize how out of compliance they are that they “surrender” and recognize the need for high level HR expertise.

The other common “error” for many business owners/leaders is using lawyers to fill in for HR guidance and implementation of best practices. The costs to use them in this capacity wouldn’t be cost effective. Having said that, Lawyers are absolutely essential in many aspects obviously. My experience is that legal counsel doesn’t handle implementation strategies, they focus on the law related. Together we work hand in hand. I highly value the legal overview of work that I do, but not until I have given it the focus from an HR professional’s perspective. That’s where the rubber meets the road.

THE HISTORY OF THE HR FUNCTION - WHY DO YOU NEED TO CHANGE THE WAY YOU HANDLE HR?

I find it important for business people who have been working for more than 30 years or so at least, to remember where HR/Personnel was before and where this field is now. It is no longer the paper shuffling role it once was. It is no longer the type of role that you can move such functions to someone who is a “super worker” with no experience in HR. HR is a highly recognized and respected profession that “sits at the table” helping organizations be competitive, retain the best employeees, build strong leaders and while they are at it, in my case doing both compliance and organization development for my clients.

The most important role of HR is to help the organization be successful. While the day to day processing is important, the bigger picture should be the focus of your “go to” HR person. Looking at the customers/clients and stakeholders and help determine what needs to change in the business/organization to be sure the business can be most competitive and respond to the needs of those who seek your product/services is key. “HR” is about being “outside” of the business as well as the “inside” perspective. From ‘my perspective, HR is never ending learning and growing. It is a field where one is constantly growing and building expertise, skills and value to an organization. Having said that however, the more quality experience one has out in the business world, the more such an HR professional will be able to guide you. I always say, the best teacher is the school of hard knocks and that only occurs with years of experience working with a varitey of businesses and situations.

What does a business need to be successful? Strategy, operating systems of course but your employees are what makes the difference. The talent, the focus on those who will make you successful. Skills that are needed in the HR field are strategic, logical, digital, consultative and influencing while being focused on the desires of stakeholders and needs of management. That’s where my background blends it all. My clients large or small receive a highly experienced HR professional who handles BOTH HR compliance and Organization Development and structure strategies. Further developing leaders and business owners is key to my support,coaching is a huge part of the support provided by JBM. A good leader is the one who knows what they don’t know and seeks the help they need to be effective.

What are the outcomes HR should be assisting in creating? My love for this field is due to the role that I can play and how it can influence the businesses who take advantage of my level of HR/Organization Development expertise. Reputation, customer/investor confidence, business desired outcomes are among those ways a strong HR/OD person can assist you. It is money well spent. How skills drive outcomes is what makes a difference. HR value is in being trusted, credible and to serve as a strategic guide to senior leaders and business owners. Coaching business owners, leaders and working with employees to empower and motivate them to be a part of the business success is key. Strong employee relations and engagement is a huge focus for JBM’s support. When we show we respect and need our employees to help us grow, we naturally are more successful. My retainer clients see this work and appreciate this. Whether you are large or small, this is something you need to focus on. It often doesn’t hit the radar as it should because of being busy day to day with your primary business but without the important elements related to your business, you are missing tremendous opportunities.

At this point I would recommend you be honest with yourself and ask yourself these types of questions

How are we handling HR now?

What expertise do we have in that role?

How often do I utilize their expertise in developing policies, strategies and expected outcomes? If not often, here is your first clue that you are missing support and expertise you need.

How much time is the person who is assigned to HR spending on that function? Then ask, are we compliant? How do we know?

What is the experience level of our in house HR person?

Leaders and business owners who are most effective are those who know what they don’t know, I stress that because too often we believe we know more than we do. Be that leader who is honest with oneself and recognizes the value of having HR expertise at your fingertips and is willing to invest in becoming a stronger business by adding such skills to the organization.

My goal in setting up my consulting is to provide affordable, high level HR for any size business. I have successfully done that now for over 13 years..JBM makes this easy. https://hrwebsource.com/p/hrnow

Further don’t forget your compliance needs as well. JBM offers a variety of short but thorough webinars to help guide you on the latest hot topics and focus areas you need. https://hrwebsource.com/p/webinars

I chose this topic because I am gaining new clients who are realizing the gaps and found help by engaging JBM! Many expressed that it would have been helpful to know how utilizing a third party HR person works so I chose to share this with all of you!