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Value added programs start with the business goals and strategies, then ask what the department needs
to do to help meet those goals and be aligned with those strategies. Human
Resources needs to operate as a business.
Employee Knowledge and Skills are critical in dealing with
the rapid technological change taking place. Value added Human Resources
programs will emphasize selection, "just-in-time" training/development
and tracking of this knowledge and skills bank within the company.
"Benefit" programs will attract/retain a workforce
capable of responding to company needs. A regular measurement of "employee
value" will determine the continuance of these programs.
"Compensation" programs will focus on a "perceived
fairness" (for company and employee) with regard to the contribution made
by the employee (effort/results) and company (compensation).
Flexibility in production capability is a key to adding value to
an organization. "Attitudes" determine the degree of organizational
flexibility and development of "team success". Human Resource programs
focused on and demonstrating these values will add value to the organization.
Fortune magazine editor Thomas Stewart, in January of 1996, argued that HR
departments should be abolished. Much of Stewart's argument was
right--routine administrative tasks should be eliminated or outsourced if they
do not "add value" to the overall company performance.
With increasing emphasis on Globalization and Profitability, HR practitioners
must focus on programs that produce a "real" Value to the
organization.
For assistance in "adding value" to your HR functions contact:
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