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Communicating Good Work in HR |
elainedalli
Joined: Mar 17, 2004
Posts: 1 |  Posted: 2004-03-17 20:12
I am looking at better ways to communicate internally the good work that we do in HR. Currently we have a Managers newsletter which is e-mailed out once a month. We will soon have an A5 size poster go out quarterly to all 160 office sites which will be placed in the tea rooms which will detail “What’s new in HR” and we also have the information on our internal website. We are a government organisation so are on a tight budget but would like to hear other cost effective ways of communicating our good work.
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somnath
Joined: Mar 23, 2004
Posts: 1 | Posted: 2004-03-23 03:22
Another interesting way is to try online chats with some senior management representative from HR. However, technology mechanisms have to be supported with face to face interactions too. These could be in the form of Town Halls, Extended Staff Meets, Project Manager Meetings etc
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anni-j
Joined: Oct 21, 2003
Posts: 1 | Posted: 2004-03-23 03:59
We are also a large Australian organisation and have found that by regularly attending leaders' team meetings our profile has been positively enhanced. It also provides us an opportunity to gain knowledge of day to day HR issues our leaders face, where their learning needs are and to plan our activities accordingly.
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tonispencer
Joined: Mar 23, 2004
Posts: 1 | Posted: 2004-03-23 05:18
We took HR out of the Head Office and into the regions. Once a month each regional office is visited by a senior member of the HR team. This has not only increased our visibility but has made the staff feel that we care enough to go to them.
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Isa1
Joined: Mar 23, 2004
Posts: 1 | Posted: 2004-03-23 05:55
We have a bi-weekly broadcast session where we get all of our managers across both countries and talk about HR latest news as well as an update on our business plan.
This is a good chanel to broadcast what you do in the HR arena and answer people's question. We also have a quaterly magazine where we publish information like you do. Hope this helps.
Thanks,
Isa
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peltma
Joined: Mar 23, 2004
Posts: 3 | Posted: 2004-03-23 06:16
This has been on my mind a lot lately. To communicate the good work we do, I think we have to use a different language...like financial and marketing people speak. We need facts and hard measures of ROI, quality improvements, productivity, etc. And we need to package the message to achieve the impact we want...like sales and marketing.
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alexiamartin
Joined: Mar 23, 2004
Posts: 4 | Posted: 2004-03-23 09:23
To help with the financial/marketing speak, we've been doing post implementation audits of organizations that have implemented workforce technologies. It's helping companies get financing for their NEXT implementation. We compare post implementation results to an initial business case and show that savings are achieved,process improvements are achieved (cycle time down,handoffs down, and costs of labor and material/distribution costs down), and the resulting ROI. See It's Payback Time white paper at www.peoplesoft.com and also the Cedar Workforce Technologies survey at www.thecedargroup.com
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cbevyoung
Joined: Sep 13, 2001
Posts: 1 | Posted: 2004-03-23 10:22
We are a small regulatory body in Jamaica, and we have a social afternoon on the last day of each month, where the first hour is spent doing a presentation (sometimes using external experts), on a staff development topic such as public speaking, new IT trends, team-building exercises, savings and investment tips, etc. After the presentations we then spend the next 2-3 hours socializing by playing games, such as chess, dominoes, cards and lots of food.
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briangilboy
Joined: Mar 23, 2004
Posts: 1 | Posted: 2004-03-23 11:22
As a director of business development of a national staffing firm, I have spent a significant portion of my time over the last few years identifying our ROI for current and potential customers. Regardless of the company, industry or department, value is largely measured in terms of total costs. Human Resource professionals have been under as much pressure as engineering, IT, or production to change their departments from cost centers into value centers for the organization. Identifying a new benefits carrier, increasing turnaround time on a high profile position, reducing training time or renegotiating with a third party recruiter or staffing partner impacts your business' bottom line. There are thousands of statistics avialable on the web to measure human resource's impact on your operations. I recommend looking into hiring an intern to research and prepare your information as well as survey "end-users" and management to idnetify additional opportunities.
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ihmonley
Joined: Mar 23, 2004
Posts: 2 | Posted: 2004-03-23 12:10
Several years ago we were in the same situation--small budget, no technology, limited staff, decentralized organization, big message. We developed a simple monthly newsletter to senior management and field HR representatives that reported on corporate HR staff progress against our key goals and objectives for the year. We used Word to create the newsletter and had it duplicated. It was really low brow, but packed a punch with its content. The regular reports positively influenced senior management perceptions of our accomplishments when bonus time came.
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shaker
Joined: Jan 06, 2004
Posts: 2 | Posted: 2004-03-23 12:10
The best way to get attention is to post results. In a recent survey I conducted with SHRM, only 18.4 % of companies link staffing metrics to product or service delivery. This represents a huge opportunity to elevate the value of what HR does in the area of staffing. Take the time and commit the resources to demonstrate the ROI of one of the largest annual investments - staffing. THis will convert staffing from a cost center to a profit center.
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oggy
Joined: Mar 23, 2004
Posts: 1 | Posted: 2004-03-23 13:11
In my experience the best way to let people know how good you are is to do such a damned good job that everyone knows how good and effective you are, then you won't need to tell them. I know a lot of our HR work is done behind the scenes but if you do a great job on those issues that directly touch employees or their managers in their work, you're most of the way there.
If you must trumpet your acheivements, don't bother with stuff that means nothing to those outside the HR community. Remember...what we think of as exciting may be just warm and fuzzy tree hugging rubbish to the general workforce.
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KMalecha
Joined: Dec 06, 2002
Posts: 9 | Posted: 2004-03-23 13:21
We produce an HR Annual Report that highlights all of our accomplishments for the past year. We give a copy to all of the executives, Regional Mangers, and place copies in our breakrooms. The facinating thing is, people are reading it, and commenting!
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raptim
Joined: Mar 23, 2004
Posts: 1 | Posted: 2004-03-23 13:31
Hi,
I too found it was important to tal about the success of HR.
We devised two things: To assess whether people remeber the work HR does there was online HR quiz on various programs and Program acronyms and we used to send low budget prizes for that.
For senior members: We used to have a bi-monthly presentation of the works on HR.
We used to also have presentation to BOD and CEO any high impact success stories.
The HR rep who did some high visible project and was given the award was featured in Corporate newsletter and also was featured in Corporate website.
Doing that made HR valuable.
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brosolowski
Joined: Feb 04, 2003
Posts: 2 | Posted: 2004-03-23 13:48
Check www.waldenbooks.com to view the contents of this book.
How to Measure Human Resource Management
by Jac Fitz-Enz.
It's good for us warm/fuzzy people to be more analytical, so we have facts and figures to post.
Also available in paperback for less, many used ones out there.
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