People Operations and the Modern HR Professional

| July 23, 2014

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The Modern HR Professional: Now and the Future

In a recent 2014 Deloitte Human Capital Trends Survey, 92% of HR leaders stated that they have no confidence that their HR teams have the skills needed to meet the challenges of today and tomorrow’s global environment and deliver innovative programs that drive business impact.

HR is broken. How you might ask? Well, there are three reasons I believe that have caused HR to become such, in which the problem can only be resolved through the efforts of a modern HR professional.
What is People Operations?

People Operations is a shift in the mindset, and reinvention, of the typical HR department. Many companies, such as Google and Facebook, have moved to a people operations model, prioritizing the employee as the main customer of HR and delivering innovative products to their workforce.  But you don’t need to be the size of these companies to evolve your HR department into a people operations organization. By making this shift, your HR department can:

Be more strategic about the resources and talent you hire to serve your valued employees.

Put in motion a strategy that delivers customized products to different segments of your workforce (employees, freelancers, virtual employees, etc).

Develop impactful and actionable analytics that move the organization forward.

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OTHER ARTICLES

Employee Experience: Digital Transformation Can Improve It

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Article | August 6, 2020

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5 Essential Marketing Lessons to Unleash the Power of HR

Article | August 6, 2020

Marketing and Human Resources (HR) are two very different functions that are rarely interconnected. However, they’re on either end of the spectrum of an organization’s daily operations. While HR management looks inwards to make the most of an organization’s workforce, marketing has to position the organization globally and create connections. However, both departments have one common core that every organization can leverage - they are people-oriented processes. Proven marketing principles can empower the HR initiatives in your organization. “Companies that do not make customer experience a priority will struggle and quickly fall behind.” - Jeff Pedowitz, President and CEO, The Pedowitz Group Many hiring strategies fail to communicate the right message and values to job applicants. In addition, human resources branding is disconnected from the usually on-point and thoughtful company brand. It creates dissonance for employees, hampering the opportunity to attract future employees of the brand through them. Here are five essential marketing lessons to help you unlock the hidden potential of modern HR management and build a robust and universal employer brand. Employer Branding - a Powerful Marketing Tool Just as a consumer brand is designed to reach potential customers and position the brand as a valuable solution, employer branding can achieve similar goals to attract talent. In addition, a coherent employer brand demonstrates commitment and positions you as a positive, valued employer. Here are the components of employer branding to focus on while marketing human resources A dedicated career page - the official company website acts as a virtual headquarter of an organization. While a dedicated careers page is an intrinsic part of all company websites that many organizations neglect to leverage. It is an opportunity to speak directly to existing and potential employees. Workplace - The workplace is where employees spend most of their time. Even if remote work takes precedence today, a showcase of the inherent work culture, whether work-from-home or work from the office, can be a decisive factor in converting the suitable candidates into employees. Social media branding - employee communication is built into your digital identity. How you speak to employees and to-be-employees sets the tone for things to come. Showcasing what goes behind the scenes makes the connection to people more authentic. Company events - company events are an essential part of internal human resource branding. They offer the dual opportunity to demonstrate the commitment to social wellness andthe overall work atmosphere to job seekers. Listen to RECRUITERS’ Managing Director Gerald Doyle talk about the best way to create a positive onboarding experience:- https://youtu.be/Gvdz-z0w0c8 For instance, the Airbnb careers page is a brilliant overview of its work for the company. With great pictures, concise messaging, an apparent reference to employee benefits, and a prominent display of employee mission and values, Airbnb does a brilliant job of reflecting seriousness and dedication to one of its most important assets - its people. The simplicity of its career page is an excellent example of how an organization can do a lot with less by letting its work culture do the talking. The Ideal Candidates are your Target Audience Most marketers will tell you that speaking to consumers in their voice is a significant aspect of communication. Reaching the right people is a matter of demonstrating an understanding of their needs. To solve customer problems, you must first meet them where they are. Fulfilment-analysis - Reaching the right talent pool requires you to understand the problems you are solving thoroughly. Amplifying the core requirements and skillsets of a job to the right people is critical in attracting the suitable profiles. Job descriptions - Writing compelling job descriptions is like writing a creative brief - they must comprise the expected deliverables, attitudes, and parameters that inform and inspire candidates to engage by applying. User experience - Attracting the right talent is just the beginning. You must ensure that candidates go through an applicant user journey that is smooth, relevant, and worthwhile. Brillio is a leading software company. Their hiring strategies have creatively embodied such practices. The company focuses on outlining core competencies for every role, assessing technical and behavioral skills, and focusing on diverse cultural backgrounds and skills. Brillio demonstrates a keen understanding of the work they do and the people they need. By leveraging such approaches, the company achieved a staggering offer to acceptance ratio of 86% in 2018. Designing a User Experience - for your Employees Employee experience, such as consumer experience, is the bedrock of business growth. As a result, organizations focused on improving the user journey throughout the employee life cycle also enjoy the increased engagement. From tech that boosts productivity to enabling more successful collaboration, from functional workplace amenities to empowering HR policies, everything that makes it easier for an employee to do his job well is the employee experience. Just as your product or service solves a problem, you must find a way to make employees part of the value-addition and address how you as an organization enable a mutual solution. Amplifying the Right Values As a business, your ultimate objective is solving a consumer problem. It is one of the pillars of enduring consumer loyalty. Marketing thrives on identifying the need that is closest to the consumer and addressing that. In the same vein, HR must identify what the employees seek the most from their work. Employees who feel valued and recognized for their productivity work better and stay longer. This is not incidental. Focusing on the bigger picture can help you align your short-term HR policies to increase employee engagement and loyalty. Technology is your Friend Marketing is an ongoing journey that religiously uses technology to power its success. The accurate measure of superior marketing is the willingness to track, test, analyze and fine-tune a campaign or maximize results. Analytic thinking is a pillar of marketing, and HR executives can adopt this marketing principle. As a result, you can maximize the use of new tools, technologies, and applications to measure engagement, track employee sentiment, and continuously tweak processes to meet organizational objectives. Another marketing lesson that can inspire HR is the ability to stay connected with consumers. Having a two-way line of communication is even easier to maintain with employees than with consumers. 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A recruitment marketing plan will treat candidates the same way you treat customers to attract qualified talent. Determining your goals clearly and identifying your target talent audience is the first step. Next comes optimizing your career content and sharing new content through social media and your career page. { "@context": "https://schema.org", "@type": "FAQPage", "mainEntity": [{ "@type": "Question", "name": "What does a marketing recruiter do?", "acceptedAnswer": { "@type": "Answer", "text": "A marketing recruiter focuses solely on developing persuasive human resources branding. As a marketing and HR executive, he is responsible for curating employee testimonials, crafting recruitment-minded content, and leading qualified candidates to become job applicants." } },{ "@type": "Question", "name": "What does a recruitment marketing plan include?", "acceptedAnswer": { "@type": "Answer", "text": "A recruitment marketing plan will treat candidates the same way you treat customers to attract qualified talent. Determining your goals clearly and identifying your target talent audience is the first step. Next comes optimizing your career content and sharing new content through social media and your career page." } }] }

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Karpman's Drama Triangle: How We Walk Into It & How to Avoid It

Article | August 6, 2020

The 3 Roles of Karpman’s Drama Triangle This was a familiar scenario in our home when my kids were small. It was 2008, New Year’s Day. Mum and Dad were worse for wear (Uh-hum) and so to placate the kids we all went out and bought a Wii. ‘You two kids play this whilst Mum and Dad ‘rest’. An hour later I walked into the living room to find a blanket covering the TV. ‘Why has the TV got a blanket over it?’ Gabby was 8, ‘The telly was cold’. Even through my struggling state, I sensed that might not be true. Lifting up the blanket, the wonderful colours that appeared on the screen were a sight to behold. Though not quite as much as the Wii remote that was buried in the screen. Jack, ‘Do you $££$$$$$ remember I said to put the strap thing around your wrist when you played bowling?!’ I shouted at the kids. My wife heard and came to defend them ‘as they are only little’. This is the drama triangle. In this scenario, it is short-lived, typical of young families, and provides amusing stories to ponder on in the later grey-haired years. There are much more unproductive, unhealthy, and toxic drama triangles that we have all been part of. The Persecutor, The Rescuer, and the Victim Steven Karpman came up with the drama triangle in the 1960s, winning the Eric Berne Memorial Scientific Award, and the triangle is as relevant today as it was then. The Drama Triangle is about three roles; The Persecutor, The Rescuer, and the Victim. Imagine an inverted triangle with the P top left, the R top right, and the V at the bottom. To bring it to life I’ll share where we see it every day – fairy tales, films, and TV (If yours is not ‘cold’!). Little Red Riding Hood: The Big Bad Wolf was the persecutor (Villain), The Woodsman was the Rescuer (Hero), and Little Red Riding Hood was the Victim (Damsel in distress). The drama triangle can be nicely exemplified with the Snow White fairy-tale At work, we often play out the drama triangle in our heads moving around all 3 roles. The last time you missed a deadline your brain went something like, ‘you idiot, you knew you should have done that’ – Persecutor. ‘They treat you badly. It’s not your fault’ – Victim. ‘It’s ok, we can sort this’ – Rescuer. The roles also play out in real life too. You might have a boss or a customer that is a persecutor, or you might be that persecutor looking for people to blame. Each of us enters the drama triangle at our default position. For example, you might ‘always’ be the victim. A triangle begins because of a situation, like a missed deadline, and then we play one of the 3 roles, and look to others to be the other roles. Breaking Out The challenge with the drama triangle is to know that all 3 roles end up as the victims because we move around the drama triangle until we arrive at, ‘Poor me. Help!’ To break out of this well-trodden road is about firstly knowing that the drama triangle exists, and secondly by taking the step to move your role to something much more positive. A persecutor becomes a positive challenger, the rescuer a coach, and the victim problem solves taking responsibility for the part they play. Written by Darren A. Smith https://www.makingbusinessmatter.co.uk/drama-triangle/

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Relocation America International

Relocation assists companies and their expatriate employees in relocating to all cities in Norway. Relocation ensures professional assistance in the pre-arrival phase, eases transitions and more quickly gets key strategic employees down to business in their new setting.

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