Bring in the lawyers, it's time to talk ethics. The third stop in our exploration of the SHRM Competency model lands us on Ethical Practice. This area of focus is a Human Resource strong point... which is why everyone hates HR.
You know what's better than affording severance pay to former employees? Congratulating them on another successful year!
Sound impossible?
Maybe you've been spending too much time with your hand on the Employee Handbook... (?)
Stop Protecting Entitlement
The term Succession Planning is about as well received as the phrase Millennial in today's work culture. But, we face the stark reality that the generational merry-go-round is now turning more quickly than ever.
Succession planning starts from day of hire: manage expectations, fill your internal talent pool, promote the leaders of tomorrow and secure foundational knowledge through workforce mentoring.
Be Visible and Approachable
HR can be a safe haven for employee feedback. Debunking the stigma of HR as the People Police is a team effort across the human resource team:
a. Be seen
b. Be approachable
c. Have insight (on job function as well as soft skills)
... Let people know you are approachable and that your conversations will remain in confidence.
Having spent a decade in the HCM Space, I can say that the greatest opportunity to empower strategic HR leadership is through the implementation and application of HR Technology.
HR has been type cast as administrative... Why not use your organizational skills to design, implement and manage a state of the art "people platform"?
Why?
Proof!
Conversations are easier when you have data to protect your approach.
Employees want to be promoted? Put them on a tracked leadership learning program.
Owners want to cut benefits? Show the ROI of your employee engagement programs to cut/amplify accordingly.
Human resources professionals can certify themselves to death but if we cannot prove our trustworthiness, ethical practices will continue to be ignored while the fences stay up.
1. Don't be a punching bag for Leaders who don't practice what they preach.
2. Leave the door open and walk out of it to meet employees where they sit.
3. Use technical proof to make any argument a strategic discussion.
Be Human!
Dave Kovacovich
Originally posted on Dave's Weekly Thought.
David Kovacovich is an Engagement Strategist, Organizational Culturalist, and Behavioral Economist. He has been a member of the SHRM Annual Conference Social Media Team since 2013 and is a keynote speaker in the NCHRA lecture series. David is on Twitter at @DavidKovacovich and blogs at Dave's Weekly Thought.
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