why it is importance ance for HR management to transform from being primarily administrative & operational to becoming a more strategic contributor.??
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Why It Is Importance For Hr Management To Transform From Being Primarily Administrative & Operational To ?2 comments to Why It Is Importance For Hr Management To Transform From Being Primarily Administrative & Operational To ? |
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It’s funny how you ask this question because it was not too long ago when I had to do a research over the same exact thing…
Awhile back, I had spoken with a business consultant, a man named CJ Coolidge, about a similar subject. He told me that in business, there were two different models, a mechanical one and an organic one, where in a mechanical model, most companies just look good financially, while in an organic model, companies stride to be good companies.
Now you may ask what does that have to do with anything about the question you asked. Nowadays, a lot of companies have a mechanical model and their approach in HR is mainly administrative and operational. What they do is just simply fill in positions that needs to be filled and that gets the job done. Their main focus is, “How do fill the open position?” In the end (when you hire someone), you will have another headcount, it becomes an additional expense, but the company is satisfied because it didn’t affect their accounting books negatively that bad. It becomes more of a short term solution.
CJ emphasized to me that most of the great companies out there today have more of an organic model. Simply what he meant was that, in an organic model, employees are your assets/capital which should be maximized. In a great companies, you have to hire the right people who will actually care and lead the company in the right direction. That is why it is important to have your HR team on board and playing an integral part by becoming a strategic contributor. Companies should be working with their HR team, figuring out what kind of person is needed to not only help the open position and current situation, but also that will help in the long run. This becomes more of a long term solution.
By hiring somebody who will help the company become better in the long run, they will become more of an asset than just another expense. The return on investment on employees will be greater, therefore creating more value for the company, which will eventually lead it to a better company (in a sense).
Here’s a link to an interview a person did with CJ that I found online where maybe he can explain it a little better than I can: https://www.hrtools.com/benefits_compens…
Sorry for the long reply, but it’s just that I spent so much time doing research on this particular subject. If you have any other questions, just let me know. Hope that helps! =)
HR people have no concept of the goals of each individual department within a Company. They are Primadonnas who think they know people. The HR position should be eliminated and the responsiblies turned over to the individual department managers.