Knowing how and when to create an HR function is important. There are many components. Here are some things to consider in your strategic approach to the HR function.
Strategy and Planning
These posts focus on strategy and planning as part of business leadership and management.
We know that a goal without a plan is just a dream. When we’re young, we dream a lot. Kronos shows us that we can still dream and then plan for success.
Quality is important. And quality can and should be measured. HR and payroll produce quality by delivering results on time and within budget. That’s real organizational value.
HR today has global responsibilities. Maybe even expanding beyond the globe. The 2018 Cross Cultural Management Summit presents a case study focused on Mars HR.
An employee survey can offer valuable feedback that’s important for engagement. Can you survey too much? Yes, but you can avoid employee survey fatigue.
For effective productivity, staffing and scheduling are important. Managers need to quickly get it right. Technology tools can help create the best staffing and scheduling.
The future of human resources is exciting and challenging. Opportunities are everywhere. We have to be prepared to bring real and positive workplace change.