By Matti Simula 2.12.2010

Course: New Trends in HR

Lecturer: Terry George

When managers misunderstand HR

Contents•Basic info about writer•Main question•The role of HR•HRM & HRD•HRM•HRD•Misunderstanding•Strategic alignment•Conclusion•Resources

Basic info about writer

Dan BobinskyTraining specialist, best-selling author, and an accomplished keynote speaker

Has been training managers and leaders in the Fortune 500 as well as smaller companies for more than 20 years.

Certified behavioral analyst as well as a certified workplace values analyst

Master’s Degree in Human Resource Training and Development + completing Ph.D. in Organizational Learning and Leadership

Main question

Why do so many companies drop the ball when it

comes to making the most of their human resource

department?

•Misunderstanding HR's strategic capability → Either people don't know, or they don't want to know•A lot of accusements towards HR

•HR is not a strategic player•No business acumen

•“The main focus of HR management is maintaining an organization, not developing it”

The role of HRBefore:Personnel DepartmentManage the paperwork around hiring and paying people

Nowadays:HR DepartmentPlays a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner

HRM & HRD HRM HR

HRD

HRM•Human Resource Management

•Personnel Department functions

•Role: maintaining an organization

•variety of activities:•decide what staffing needs company has•recruite and train the best employees•deal with performance issues•manage company's approach to employee benefits and compensation,employee records and personnel policies

HRDHuman resource development

•Role: developing an organization•focuses on ‘nurturing’ employee’s skills

•does not only focus on development of skills but also focuses on the personal development of employees•concerned with identifying strengths and weaknesses among different employees ->devising training means that aim at making those skills complement the other.

MisunderstandingWe blame HRM professionals for not doing HRD's job responsibilitiespeople are not aware of HRM-HRD differences. -> managers categorize all HR responsibilities as belonging to the HRM side of the equation

To be successful company has to overcome these misunderstandings

- at the heart of all workplace and management issues are the people (HRD) and all workplace activities are tied to the bottom line. ->Strategic alignment

Strategic alignment- HRD is an integral part of the big picture

Examples:

1. A company with vision -Part of HR’s responsibilities includes coordinating individual and organizational goals to achieve that vision - Leadership teams should charge and empower HR to do this - if not, they are shortchanging themselves & the profitability of the company2. Recruiting - HR should be involved in hiring the right people - Methodical approach

Strategic alignment3. Involving in analyzing company's problems•Training• Not always the solution,but important

ConclusionMisunderstanding HR is common and that's why people in HR should step up to their capabilities.• → management needs to recognize and take advantage of what HR can do for them.

Resources• Human Resource Management. Civil Service Branch.

1995. http://www.csb.gov.hk/hkgcsb/hrm/pdf-file/e-hrmguide.pdf

• http://www.leadershipanswers.com/Associates.asp?ID=115

• http://www.differencebetween.net/business/difference-between-hrm-and-hrd/

Questions