tag:blogger.com,1999:blog-3068729084407027179.post3308333720821292295..comments2024-03-27T01:45:16.223-04:00Comments on NoExcusesHR: The Obsession That Is Killing HRJay Kuhns, SPHRhttp://www.blogger.com/profile/05813031657500594380noreply@blogger.comBlogger10125tag:blogger.com,1999:blog-3068729084407027179.post-27397326138422623332013-10-04T06:56:02.932-04:002013-10-04T06:56:02.932-04:00Great points Charlie. I think you've framed th...Great points Charlie. I think you've framed the true role of HR perfectly..."make it easier for [Operations/etc...] to do what they are here to do."<br /><br />Amen brother.Jay Kuhns, SPHRhttps://www.blogger.com/profile/05813031657500594380noreply@blogger.comtag:blogger.com,1999:blog-3068729084407027179.post-89028178057952211252013-10-03T10:50:46.502-04:002013-10-03T10:50:46.502-04:00i'm not really sure the two are mutually exclu...i'm not really sure the two are mutually exclusive (i.e. strategic partner vs. living in the transactional space). becoming operationally savvy might prove very much to be strategic. particularly when it results in efficiency, productivity, improved user experience, etc. my guess is that if we (really) listened to what our business partners were saying, we'd hear something like "make it easier for my people to do what they are here to do." like it or not, a lot of that has to do with transactions and operations. i think a really good HR leader needs to be really good at both. and this particularly important in smaller organizations where the HR team doesn't have the luxury of assigning resources to one or the other. Charlie Judyhttp://www.hrfishbowl.comnoreply@blogger.comtag:blogger.com,1999:blog-3068729084407027179.post-37656193306876030072013-10-03T10:23:55.869-04:002013-10-03T10:23:55.869-04:00Thanks Shankar. Great point that HR is supposed to...Thanks Shankar. Great point that HR is supposed to understand the brand...and social is certainly the modern way to message that brand.<br /><br />Good stuff!Jay Kuhns, SPHRhttps://www.blogger.com/profile/05813031657500594380noreply@blogger.comtag:blogger.com,1999:blog-3068729084407027179.post-54697370186857419032013-10-03T10:15:53.446-04:002013-10-03T10:15:53.446-04:00Bullseye. HR is one of the few industries which ha...Bullseye. HR is one of the few industries which hasn't kept phase with Technology. Social Media ideally should have been a part of HR (they are the ones who are supposed to understand the Employer's brand. But sadly it has ended up being a marketing department's work. Recruiters need to move fast, its more 2003, we are sitting in 2013. http://www.huntshire.com/Pointers/53/hey-recruiters-stop-acting-like-it-is-2003#.Uk17dyTdcucAnonymoushttps://www.blogger.com/profile/01894961143052385258noreply@blogger.comtag:blogger.com,1999:blog-3068729084407027179.post-5258044422501014762013-10-03T10:09:23.378-04:002013-10-03T10:09:23.378-04:00I couldn't agree more Charlie. There is very i...I couldn't agree more Charlie. There is very important transactional work to be done...which is why I believe HR leaders need to let those pieces go and allow their teams to drive those processes.<br /><br />My dilemma...which is also why this issue won't go away...is that leadership continues to live in the transactional space, yet complains that no one respects them as a strategic partner. You can't have it both ways.<br /><br />Great to see you back on the interwebs...many thanks for the comment!Jay Kuhns, SPHRhttps://www.blogger.com/profile/05813031657500594380noreply@blogger.comtag:blogger.com,1999:blog-3068729084407027179.post-66129178038455038392013-10-03T09:58:57.931-04:002013-10-03T09:58:57.931-04:00this discussion is age old. you can't be strat...this discussion is age old. you can't be strategic if your house isn't in order. get the house in order, keep it in order, and then focus on strategy. transactions may not be sexy, but they sure are important. and you need people and systems and procedures that are really good at them (and like them). but as i've said before, "HR has a lot to do with administrative minutia and back office; if you can't get over that, then you're probably in the wrong profession. and what does "strategic" mean anyway. that has become so cliche i'm not sure people are even sure what they mean when they say it.Charlie Judyhttp://www.hrfishbowl.comnoreply@blogger.comtag:blogger.com,1999:blog-3068729084407027179.post-89543907730703607962013-10-02T12:22:14.795-04:002013-10-02T12:22:14.795-04:00Thanks Jason. Your list is right on target. It doe...Thanks Jason. Your list is right on target. It does come down to a skills set...or gap in this case...that HR leaders need to be truly strategic (which ultimately means effective.)<br /><br />Being comfortable enough to admit that skill development is okay is a big step. For those willing to take that step it is a whole new and exciting phase of their career. For the rest, sadly they are stuck in the proverbial soup.<br /><br />Great perspective!Jay Kuhns, SPHRhttps://www.blogger.com/profile/05813031657500594380noreply@blogger.comtag:blogger.com,1999:blog-3068729084407027179.post-3369710435203945122013-10-02T12:19:48.336-04:002013-10-02T12:19:48.336-04:00Thanks for your comment Bill. I couldn't agree...Thanks for your comment Bill. I couldn't agree more. We end up having "strategic priorities" vs a strategic mindset. It's good to hear that you've had successes over the years, albeit limited (like all of us), but that doesn't mean we shouldn't stop pushing.<br /><br />Good stuff...and keep pushing!Jay Kuhns, SPHRhttps://www.blogger.com/profile/05813031657500594380noreply@blogger.comtag:blogger.com,1999:blog-3068729084407027179.post-46827953000967437782013-10-02T08:35:53.868-04:002013-10-02T08:35:53.868-04:00Jay,
As an HR leader, I didn't have as much ...Jay, <br /><br />As an HR leader, I didn't have as much trouble finding time for strategic work. In my experience, what gets in the way were these things:<br />-The leader likes to talk tactics because that's what they know and are familiar with.<br />-The leader doesn't have the skills to do strategic work.<br />-The leader isn't willing to delegate the tactical work to the folks who can do it best.<br />-The leader isn't willing to push back against a management structure that only really expects them to be tactical. <br /><br />There seems to be a combination of all these forces within most organizations. Since you are a strategically skilled leader, the problem seems less complex that it does to others. The key, in my opinion, is for HR leaders to go to school on the competencies that enable this type of transition: strategic agility, influence skills, delegation, trust, conflict. When those skills are mixed with some courage, things change. Until we close this gap, I'm afraid that most HR departments will continued to be mired in the tactical soup that plagues them. <br /><br />JasonJason Lauritsenhttps://www.blogger.com/profile/15448857013731810329noreply@blogger.comtag:blogger.com,1999:blog-3068729084407027179.post-60995887664156982062013-10-02T07:59:06.485-04:002013-10-02T07:59:06.485-04:00Jay,
It's unfortunate that healthcare is lag...Jay, <br /><br />It's unfortunate that healthcare is lagging other industries because we need to be more strategic in leading all the change that is happening around us. The glimpses of strategic HR work in my career have been approached one innovation/project at a time. The language and concepts we used were very different; the goals were visionary, lofty, and uncomfortable for HR people. The approach was entrepreneurial, rather than reactionary; we created something new, rather than fixing a problem or making transactions more efficient. <br /><br />Real strategic work is fun when it happens, but it is difficult to devote the time and energy to it when we are steeped in a regulatory-driven environment. I think strategic HR work has to be very intentional and focused.William Gouldhttp://www.irundiabetes.comnoreply@blogger.com