Rohit has an interesting idea:
While sales are accountable for top line, finance is accountable for funds flow and capital management, they need to take charge of a P&L or Balance Sheet linked item. The item that they could logically look at picking in my view is ‘Employee Productivity’: Revenue Per Employee and Cost Per Employee. If they could go to boards with performance plans having target numbers on the above 2 items, whatever they would do in order to achieve that will start having completely different dimensions, both for them and for the CEO.
You would then start looking at Performance Management Systems from the point of increasing productivity and not just ‘high performance environment’, you start looking at compensation decisions in light of controlling cost per employee and not just ‘benchmarking at certain percentile’, you start looking at hiring from efficiency of manpower numbers and talent model at various levels and not just ‘meeting business requirements. So on and so forth we could see the beginning of a change….beginning of HR creating some value for the business and for itself.
Interesting but as I commented, who would take the call on final people decisions? if HR feels that a person should be fired because they can hire a person who can ensure higher return on employee cost (ROEC) and the reporting manager is not in agreement, then what happens?
So let's take an assumption that managers give off the irritating 'people management' decisions to HR. What then? What about initiatives like succession planning and talent development.
Would HR then say "Oops we are spending too much on training, increasing our Employee Costs. Let's scrap all this"
What do you say?
Interesting questions...just one more submission in addition to my theory...in todays corporate world most function is strongly inter-linked. Sales is strongly linked to marketing for instance and yet they run with targets. Unfortunately HR fraternity is front runner in reluctance to take up accountability citing reasons of control...just my thought.
ReplyDeleteCheers
ya gautam, that's right HR has lots of work to do besides firing people . These are the ppl who recruite people for job... so they do have relevance to the business, manager alone can't handle everything
ReplyDeletefirst things first
ReplyDelete1) Whats the mandate is it cost cutting or is it employee upgradation.
2) If training from external sources is costly get the internal trainer, and then add that training into the appraisal
3) From the above in a period of time you can have good internal trainers, bad internal trainers, good listeners, bad listerners
4)Now you know whom to keep and whom to kick
5) From an external source approach people to find out who is on the verge of leaving and start rescue operation or start hiring.
6) if this too much of tightening and people are en mass looking out, you also start looking out, for the HR their is really not worth working for
Metrics are important. Holding leaders accountable to the development and advancement of their team is essential. Providing leaders with the training for such expectations is critical.
ReplyDeleteUnder-performance is directly related to a lack of vision/mission. If leaders took the time to create an inspiring vision, included their team in developing the mission and rewarding their team for a job well done, we wouldn't be talking about whose responsibility is it.
The best leaders pull out the best in their people - they inspire, they create vision, they hold their team accountable to results - period.
Rock on!
Misti Burmeister, Author of "From Boomers To Bloggers: Success Strategies Across Generations"
www.InspirionInc.com
Metrics are important. Holding leaders accountable to the development and advancement of their team is essential. Providing leaders with the training for such expectations is critical.
ReplyDeleteUnder-performance is directly related to a lack of vision/mission. If leaders took the time to create an inspiring vision, included their team in developing the mission and rewarding their team for a job well done, we wouldn't be talking about whose responsibility is it.
The best leaders pull out the best in their people - they inspire, they create vision, they hold their team accountable to results - period.
Rock on!
Misti Burmeister, Author of "From Boomers To Bloggers: Success Strategies Across Generations"
www.InspirionInc.com