Four Changes for the Line New mandate for HR changed how HR professionals think and behave Four

ur ways senior operating managers can create HR focused on outcomes instead of activities: Communicate to the organization that the small stuff matters Explicitly define the deliverables from HR, and hold HR accountable for results Invest in innovative HR practices Upgrade HR professionals

Communicate to the Organization that the Soft Stuff Matters For HR to be taken seriously, senior managers must demonstrate their belief in typical HR issues: Talk seriously on how organizational capabilities create value for investors, customers, and employees Invest the time needed to make sure organizational changes are debated and implemented Include HR professionals in strategy discussions and state explicitly that w/o the collaboration of HR, strategies are more hopes than realities, promises than acts, and concepts than results

Ex: In Philippine IT Offshore Network (PITON), we conduct monthly management meetings. Apart from discussing improvements in operations, the HR director also takes part by discussing staff issues and brings up solutions on how to resolve and improve man-handling and at the same time operations. Anything relevant discussed in the meeting is always relayed to the staff not only by the HR director but also by the top management in staff meetings. It is also during staff meetings that everyone can have a dialogue with top management. On a lighter note, the company always sponsors a night-out , aside from the usual team-building, with top management to have more time to get to know about each other on a personal level. Explicitly Define the Deliverables from HR, and Hold HR Accountable for Results A company has better chances of achieving its goals if senior managers state specifically what they expect from HR and then track, measure, and reward performance. Once such specific goals are set, consequences must follow if they are missed. Ex: As mentioned earlier, during management meetings, the HR director is given a voice and opportunity to be one with the top management. In addition to the usual rundown on employee performance and attendance, the top management together with the HR director discusses feasible changes or

improvements in company goals and employee deliverables. The company rewards top company and project performers through cash incentives or a shot in promotion which also serves as a motivating factor for everyone to do their best in their respective tasks.