How to make HR more credible

How to make HR more Credible … (The 6 Step Plan) By Judith Germain

Judith Germain – Reputational Leadership Leadership Consultant, Trainer, Speaker, Writer, W: www.developing-leadership.com T: 0208 288 0512 E: [email_address] LinkedIn: http://uk.linkedin.com/in/judithgermain Dynamic Transitions Ltd is a company which enables organisations to significantly improve the leadership performance of the key brands or influencers in the organisation . These key influencers may be managers or individual team members.

HR Credibility – the aspiration of many … Often HR tends to focus on pushing best practice agendas rather than focusing on what the business actually needs. Having a “centralised” HR mindset can mean you are not seen by the organisation as an effective practitioner who can provide strong business advice to help it meet its objectives. © Dynamic Transitions Ltd

Step 1 - Get the basics right The business can expect you to get the HR basics right and to have enough capability and integrity to ensure that you deliver higher competence levels than you expect from line managers. For example, a basic HR competency is ensuring that the HR strategy is totally aligned with the business strategy. Always remain objective and holistic in your outlook, and avoid a silo mentality. © Dynamic Transitions Ltd

Step 2 – Spend some time outside HR This will mean you are better able to understand and have experience of how business works (from a non-HR perspective) and the difficulties that the senior team face. Having solid operational experience enables you to have credibility and confidence when you proffer solutions to the business. © Dynamic Transitions Ltd

Step 3 – Manage risk When you are advising the business be sure to recommend your preferred solution whilst notifying people of the risk or otherwise that they may be facing. Let them know that it is their decision, not yours, whilst being supportive and assertive where necessary. Live outside your “policy” and rewrite it if it no longer suits the business. © Dynamic Transitions Ltd

Step 4 – Admit what you don’t know Never be afraid to admit if you don’t understand something. Ask plenty of questions in order to clarify the situation. One way to build understanding of the business is to do an “appreciation” of it. This means spending time on the shop floor, understanding the particular components that each department needs to function well, and asking pertinent and searching questions. © Dynamic Transitions Ltd

Seek to find linkages so that you can build a holistic picture of how things work across the business. It’s possible to see connections that are missed by the line because they are solely focused on their area of the business. And it’s here that you can really make a difference © Dynamic Transitions Ltd

Step 5 – Focus on outcome, not process One of the areas where credibility can be lost is when the process is being stuck to rigidly with scant regard to the achievement of the outcome that you are hoping to attain. . © Dynamic Transitions Ltd

This can happen with any process, not only HR ones, so be prepared to discuss with the business any concerns that you have that the processes in place are not designed to deliver the right outcome © Dynamic Transitions Ltd

Step 6 – Help the line to achieve its objectives Regularly sit down with line managers to understand what their objectives are, what the drivers of their achievement are, and what obstacles they face. Work together to find solutions that will enable people to succeed in their endeavours. © Dynamic Transitions Ltd Originally published in People Management

Judith Germain – Reputational Leadership W: www.developing-leadership.com T: 0208 288 0512 E: [email_address] LinkedIn: http://uk.linkedin.com/in/judithgermain Are you having trouble making HR more credible? Are you moving to the Business Partner approach? Want to know more about reputational leadership? To make your dept more credible, contact us NOW

How to make HR more credible

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