Being a HR professional in a busy tech or professional services company can be really challenging. Having been there in the past and doing it in the present, I know the challenges first hand.
Many managers think when the first HR role is appointed in a company that they now have a HR resource to do all the hiring for them and that they will deal with all those awkward team issues that just get in the way of real work!
Growing Culture – and Tech
Some HR professionals accept this direction from their management colleagues and feel that their job is to be in service (and I use the term ‘in service’ on purpose) to the managers. If so, they are doing a disservice to themselves, their company and the HR profession.
Let’s face it, most growing tech and professional services companies see HR as a cost or in some cases they see it as a necessary evil. But our job as HR business professionals is to prove them otherwise!
So how do we do this?
Here are 15 DOs to start with:
These are 15 pointers to help HR professionals to be able to contribute to a business and to gradually move away from being seen as a cost. HR professionals should be seen as a cost reduction centre.
Too many HR professionals are compliance crazy and scare people which makes them terrified to manage and hire people.
This must stop if HR wants to have a real impact on progressive business and thoroughly drive culture and employee productivity
The current ratios you hear bandied about differ, but a common one is: 1 HR person for every 100 employees.
I believe you need way less HR people than this if you automate the mundane and educate your managers on how to manage and educate your employees on how they are expected to behave.
If I can be of any further help to anyone please feel free to get in touch.