Articles on how HR can take a more strategic approach towards relocation management.
This article originally appeared in the March Issue of HR.com’s HR Strategy and Planning Essentials ePublication.
According to the 13th annual Private Company Governance Survey, administered by the National Association of Corporate Directors (NACD), 90 percent of respondents, which included 841 private companies in the US, believe that a formal succession planning program enhances the effectiveness of a business. However, fewer than 25 percent of those companies actually have a formal plan in place. Moreover, a quarter of survey respondents admit to having no plan what-so-ever and fifty-two percent claim to have an informal succession plan in place.
Recently, we published our latest eBook, “Earning a Seat at the Table,” which focuses on moving from administrative HR to strategic HR. The eBook goes over several ideas such as how to build a strong foundation of core competencies, how to acquire intermediate skills to prove your mettle, and striving for greatness. At the end of the content, we leave you with a checklist naming six characteristics of a good HR leader.
Having spent my entire career moving up the HR ladder at Maersk, I believe very strongly in the HR career path and the value that these positions bring to both organizations and individuals. Now, perhaps more than ever, is the time for HR professionals to shine. Fierce competition, tight budgets, shrinking talent pools and disengaged employees are just some of the significant challenges that businesses are facing today – and there is no sign that these problems will let up any time soon. At some point, the C-suite will have to bring HR in at a strategic level. When they do, you need to be there.
Before you roll your eyes at yet another Millennials in the workplace post, give me a chance to explain why this one is different. After spending my entire career (thus far) reading about how my generation is a pain to work with and how HR needs to change company policies to accommodate us, I started wondering if all this drama is necessary. Or, is it really just history repeating itself?
I know, I know. So, why am I bothering to tell you about it? Well, we’ve been covering a lot of supplier diversity topics lately and I think this is an important point to make. Supplier diversity is not a function of HR BUT that does not mean that HR can’t embrace supplier diversity as an option when looking to outsource projects. What is does mean, however, is that there is a fine line between selecting a supplier because they are diverse and selecting a supplier because they are the best and happen to be a diverse supplier.
Today, I want to talk about performance reviews. We all know that most companies rely on the data provided by performance reviews for numerous business decisions. When I was in HR, reviews were a useful tool for succession planning, compensation decisions, recruitment and retention strategies, development initiatives and engagement plans. These issues are clearly very important in the workplace, so we never questioned the need for a robust performance program. The question we did struggle with, however, was how to effectively infuse accuracy and timeliness into the process.
How many times in the past month have you talked about employee engagement? I remember when I started in HR (before joining XONEX I was in HR at Maersk for more than 20 years) and the buzzword was employee satisfaction. But now everyone is talking about engagement. Sure, we need our employees to be satisfied. That’s a given. But, are they engaged? How engaged are they? Can we measure this engagement? These are just a few of the conversations I’ve had recently. Indeed, employee engagement is the new black.
Last week I wrote a blog post about social media over-sharing and what role, if any, HR should have in managing employee conversations online. If you are in human resources and you are trying to get a handle on social media management, I recommend taking the time to browse the web and see what’s out there. To help get you started, here’s a short list of sites that you should know about:
HR professionals beware! Your field may be nearing its expiration date.
While some have predicted that software will streamline administrative HR practices to the point that the actual human element in the “human resources” department will be obsolete, others see this new technology as offering an opportunity for growth.
Switching relocation partners can be a daunting task. You have to meet a lot of folks, go through an extensive RFP process, sit in on presentations, travel to sites and then make your choice. Once that choice is made, you may feel a bit of relief. But, wait. Saying congratulations at this point might be premature. There are still many decisions to make, and processes to set in place, in for a smooth move. With the right partner and a solid transition team in place, however, you should be poised for success.