HR as strategic business partner

HR as strategic partner is gaining momentum as being one of the best way to make human resources the most important asset in organizations.

In being a strategic partner, the long-term relationship is intended to achieve defined objectives common to all partners.

HR people and employees in the various areas of the organization's operations must work together and not hinder one another.

Partners support each other to achieve common objectives with the purpose of attaining the overall objectives of the organization.

Some are of the opinion that the implementation of HR strategic partnership is not easy. Nothing concerning people is easy. HR people themselves may hinder its implementation.

A strategic plan will ensure that your people will... Read more HERE

How effective does your organization manage its staff compensation?

It is said that money is the root of all evil. Money by itself is not bad. It is when people make wrong use of money, that money gets a bad name.

You cannot avoid talking about money or dealing with money if you are an employer. The same is true if you are an HR executive, a line manager or a supervisor. And you need the right skills in order to effectively manage staff compensation.

Any weakness in compensation system can cause many problems. The end result is that productivity suffers, both employees and organization.

Compensation is an area that organizations need to think through at length. You need to plan. Use strategies in the effective use of financial rewards as one of the motivational tools.

In the initial stage, your organization need to formulate and get approved a comprehensive compensation plan. Your compensation plan needs to...Click HERE for more information

Give opportunity to problem staff to explain before you dismiss them

You don't always get good workers. Sometimes, you get some bad apples. One or two good apples may become bad. This is not surprising especially if you have so many employees.

So what do you do? Fire them immediately?

Surely, your organization has implemented some rules and regulations on staff discipline. This is important if organizations want to demonstrate that they are employers of choice.

Some organizations have counseling arrangement whenever a worker fail to follow workplace rules and regulation, or fail to perform. But this cannot go on forever. If any worker continues to give problems, then the employer has to take some drastic action. But don't sack the employee just yet. It is not proper.

Provide the problematic staff with the opportunity to explain before further action is taken. Issue a show cause letter.

A show cause letter may begin like this:
"It has been reported that on Wednesday, 6th January 20XX that at approximately 9.30 a.m. on 1st January 20XX (state time and date misconduct was allegedly committed) you allegedly failed to exercise due care and attention in the performance of your duty and the said negligent conduct caused physical injury to a fellow worker

In view of the gravity of the alleged misconduct..." Read more HERE