Value added programs start with the business goals and strategies, then ask what the department needs
to do to help meet those goals and be aligned with those strategies. Human
Resources needs to operate as a business.
Employee Knowledge and Skills are critical in dealing with the rapid technological change taking place. Value added Human Resources programs will emphasize selection, "just-in-time" training/development and tracking of this knowledge and skills bank within the company.
"Benefit" programs will attract/retain a workforce capable of responding to company needs. A regular measurement of "employee value" will determine the continuance of these programs.
"Compensation" programs will focus on a "perceived fairness" (for company and employee) with regard to the contribution made by the employee (effort/results) and company (compensation).
Flexibility in production capability is a key to adding value to an organization. "Attitudes" determine the degree of organizational flexibility and development of "team success". Human Resource programs focused on and demonstrating these values will add value to the organization.
Fortune magazine editor Thomas Stewart, in January of 1996, argued that HR departments should be abolished. Much of Stewart's argument was right--routine administrative tasks should be eliminated or outsourced if they do not "add value" to the overall company performance.
With increasing emphasis on Globalization and Profitability, HR practitioners must focus on programs that produce a "real" Value to the organization.
For assistance in "adding value" to your HR functions contact:
Ted Hamilton, SPHR
© 2009 HR Alternatives Inc