Thursday, December 29, 2011

2011, It's a Wrap: 10 Ways to Tell if HR is #Winning

Well it's that time of year again, when we bloggers look into our crystal balls and predict what's going to happen next year. Check out this link for Laurie Ruettimann's predictions here. I always read her's.

I want to take a slightly different slant for my predictions this year...I would like to think about how we will know when HR as a profession has "made it?" We have been talking about improvements to this function for years...and years.

And years. So...

How will we know that HR is #winning? (had to use the lame hashtag). Here are just a few of my thoughts on the subject:

1) When HR and CEO's are working towards the same objectives.
2) When HR knows exactly how much value it adds to the organization
3) When the organization is #winning
4) When retention is high, performance is increasing and innovation is expected
5) When data and analytics are no longer scary and avoided but embraced and acted upon
6) HR has left its legacy of personnel and firmly branded itself as a department that is integral to success for the organization
7) The organizational brand and employment brand are linked and working for consumers and candidates
8) Business discussions are the norm for HR Execs not just headcount and turnover discussions
9) HR Execs are seen as "likely" candidates for CEO or COO positions.
10) HR professionals have diverse backgrounds including finance, accounting, customer service, marketing and statistics. Not just technical HR stuff.

I don't know how long this list will take...I see some HR departments that are darn it may be 2012 for those organizations.

How can you tell if HR is #winning?

Monday, December 19, 2011

You Might Be A Strategic HR Professional If...

I have been posting a lot this year around my opinion that the strategic HR pendulum is swinging in the right direction. I have labeled HR as being a Rock Star for over a year now and I still feel the momentum. So in true, "You might be a Redneck if..," form, I have a similar list for strategic HR professionals:

You Might Be A Strategic HR Professional If...

1) You are on your CEO's speed dial
2) You understand your companies P&L and the balance sheet
3) You have spoken to your company's customers
4) You understand how much ONE dollar invested in people will produce in profit
5) You NEVER mention that table, ever!
6) Your staff did not all start in HR, some are from the business and some are analyst
7) You attend M&A meetings with your CEO in the very early stages
8) You aspire to be another C...COO, CEO, CAO, CFO
9) Your main objective is making sure talented people are producing at their highest level, delighting your customers every single day.
10) You develop leaders at all levels of the organization

Ok, that was my 10, help me add to this list to keep it going...

You Might Be A Strategic HR Professional If...

Monday, December 12, 2011

HR You're A Rockstar!

We are almost finished with 2011 and what a year this has been. I am so ready for 2012, looking forward to a fresh start and new opportunities.

As I look back on 2011, it has been an interesting year. I have seen my HR profession really step up to the economic challenges that we have all been facing for the last 3 years. I hate that it took a recession to wake some HR professionals up...but hey...whatever it takes.

I have seen some real HR Rockstars this year, so let me recap the reasons for my renewed enthusiasm for my peeps:

1) Our company conducted 3 HR Strategy and Metrics Bootcamps this year. At each one I saw HR professionals from small, medium and large companies discuss their company's strategy like nobody's business. It was amazing to hear, HR professionals talk about competitive advantage, strategic objectives and business outcomes. Music to my ears!

2) I attended the Halogen Software's users conference this Fall. I had the opportunity to discuss performance management with attendees. I heard things like, "We have linked our competencies to our organizational strategy" and "We pay for performance and we mean it" Yeah....finally. I also heard attendees talk about the ROI of purchasing a system like Halogen. WOW, ROI and HR professionals...there is a God!

3) I also have the honor of teaching HR professionals and I have NEVER had the calibre of student I have had this past year and I have been teaching for 10+ years. Students are asking great questions, discussing how to be better HR professionals, and really being great business people first and great HR people second. I love that.

4) Our HR clients seem to be more intertwined with their business. Whether that means, HR is leading strategic execution or participating with strategy creation, I see a change. 4-5 years ago when I asked about "strategy" you would have thought I asked for the cure to the common cold. Today, HR professionals can discuss, link and align with corporate strategy. #winning!

5) HR professionals are getting serious about metrics. Even though momentum has been stalled for awhile, I see forward momentum in this area. I believe it has been driven by CEO's needing data for decision making. It's been a slow ride, but I do see progress. We still have a ways to go as now metrics are yesterday and analytics are today.

As you can see, I no longer feel we should discuss, "Why We NEED HR?" I now believe HR is a strategic weapon for our organizations. Companies are winning with their talent, their competitive advantage. HR is in charge of managing that talent and making sure strategic objectives are obtained. Now, that we have realized our mission....there is no stopping HR Rockstars!

Monday, December 5, 2011

The State of HR Measurement

I am honored to be asked to join the HRExaminer Editorial Advisory Board. My first article for them was posted last week. I wanted to share this article with my blog readers.

Click here, to read article.

Tell me your thoughts on HR Measurement and where you think we are as a profession.