Here's a challenge -- what should be done when HR is the corporation's biggest problem!? Our morale is low, the employee turnover is beginning to creep up, and HR has no credibility.
Dear Big Problem:
Yike. Doesn't sound like a great scenario for HR.
The good news is that lots of HR departments have reinvented themselves, sometimes under totally different names and missions, e.g. Workforce Management department.
Ask yourself these questions:
- Is HR supporting the business objectives through HR programs?
- Do HR processes get bogged down and create frustration in the organization?
- What role does HR have in creating an "Employer of Choice" environment?
- What role does HR play in the organization? Policy keeper? Police? Transactional paper pusher? Change agent?
Then, a suggested first step: Decide what you want HR to be within the organization, then create an action plan to deliver the results. Also, determine the origin of the morale problem by doing such things as surveying the employee commitment level, reviewing industry trends, and talking one-on-one with employees.
SOURCE: David Sholkoff, Deloitte and Touche, January 24, 2000.
E-mail your Dear Workforce questions to Online Editor Todd Raphael at email@example.com, along with your name, title, organization and location. Unless you state otherwise, your identifying info may be used on Workforce.com and in Workforce magazine. We can't guarantee we'll be able to answer every question.ASK A QUESTION
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
If you have any questions or concerns about Workforce.com, please email firstname.lastname@example.org or call 312-676-9900.
The Workforce fax number is 312-676-9901.