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Welcome from HR Strategy Group
It's my favorite time of year -- Back to School! The kids are excited about their new teachers, new subjects, and getting back into the groove. I think that us adults also like Back to School Time as we return to our regular groove -- and re-focus on the 4th quarter of the year.
There has been a lot of negative press in prominent publications recently (Wall Street Journal, Harvard Business Review, LinkedIn, etc.) about Human Resources. While I don't agree with the premise, "Get Rid of HR" -- I realized that those of us committed to helping our organizations with their people issues need to do a better job of communicating the value of HR. There is a strong business case to be made for HR - and I am fortunate to work with so many businesses and nonprofits who are committed to a fantastic employment experience for the employees.
In the main article this month, I share with you my thoughts on how CEO's, CFO's, and HR Leaders can improve how we work together to serve the business and the employees.
In Compensation Corner, we offer you another way to help employee morale in the workplace - something you may not have considered... engagement surveys are a great tool to find out what is working and not working in your organizations. We would be happy to talk with you about launching an engagement survey in your company.
Enjoy the approaching change of seasons - and contact HR Strategy Group to support you through your organizational changes. As always, I value working with you and appreciate your support of our growth.
Best,
Amy Polefrone, President
HR Strategy Group, LLC
410-505-8723
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Time to Sound the Alarm: Beating Back the Anti-HR Tide
There is a rising tide of anti-HR sentiment in the business media - you have most likely seen it in your regular business reading. Many top-tier business publications are featuring companies and executives that favor "getting rid of HR" and discuss whether HR really adds value to the organization. This can't be dismissed as an aberration. So on which side of this discussion do you fall?
HR professionals provide a great deal of (often unrecognized) value to organizations. Talent management-finding, motivating, rewarding and keeping employees-has never been more difficult and important. Yet, it is equally crucial that HR professionals provide support and services that yield measurable contributions to their companies' growth.
It is time to change the conversation away from "Get Rid of HR" headlines to a discussion of the real business value of HR. As C-level executives in your organization, you can help your HR department demonstrate and strengthen the connection between HR and the bottom line:
1. Align HR priorities and actions with yours
As CEO and/or CFO, you are concerned about a range of key challenges and opportunities for a successful business poised for growth. This includes finding the talent the business requires, managing health care costs, motivating employees during continued slow salary and incentive growth and staying out of regulatory hot water. These issues are crucial to you, the business, and represent areas where HR can make vital contributions. Share your goals, company direction, concerns with HR to provide a framework in which they can work to support your vision.
To read more, please click here.
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Using Engagement Surveys to Boost Employee Happiness
By: PayScale Blogger, Jessica Miller-Merrell, 08/27/14
Companies are struggling to increase employee engagement. According to the Bureau of National Affairs, companies are losing an estimated 11 billion dollars a year on unengaged employees. With a staggering figure like that companies are still not taking the appropriate steps to engage their employees. Failed perk programs, lack of trust from employee to employer, and no real roadmap to increased engagement is creating a lazy and uninterested workforce.
Companies with engaged employees outperform those without by up to 202% according to Gallup. Enter engagement surveys. Engagement surveys give companies a chance to get real, unfiltered opinions and suggestions on how to boost engagement in their workplace. Taking them seriously and putting the results into action will give you firsthand knowledge about what will help engage your employees.
After administering an engagement survey it's important to create an action plan generated by the responses of your survey. In doing so it's important to follow these few guidelines after all is said and done.
Take employee feedback seriously. There is absolutely no point in administering a survey if you don't take the responses seriously. Each employee will give you an unbiased opinion of how to increase the engagement in the workplace if these tests are administered correctly.
To read the complete article, click here.
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