Articles on how HR can take a more strategic approach towards relocation management.
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.
According to a 2012 report by Ernst and Young on M&A activity, mergers and acquisitions are expected to increase in 2013. I can believe it as many of my clients today are either in the middle of a merger or have gone through one recently. Certainly, mergers and acquisitions are an important tool in the corporate strategy tool belt as companies aim to capitalize on new innovations, reduce costs or enter new markets. But, mergers and acquisitions are tough. More than 50 percent of mergers and acquisitions fail and more than 80 percent fail to enhance shareholder value.
Manpower Group’s 7th annual Talent Shortage Survey through me for a loop. I’m surprised that even at a time when unemployment is at an all-time high, we still have a talent shortage in the U.S. Apparently, a talent shortage is different from unemployed. I am certainly not insinuating that the unemployed are not a talented group of people but, according to this survey, the U.S. ranks among the top five countries experiencing a talent drought.