5 Questions to Help You “Sell” the Value of HR
Jim Harrison, Queen’s IRC Facilitator
In the current business environment, it can be very frustrating some days to be an HR professional. In many ways it is like we are living the first line of Charles Dickens’ A Tale of Two Cities: It was the best of times, it was the worst of times...
Never have there been more HR programs and initiatives that can have a direct impact on business results - and never has it been harder to get the attention, investment and commitment of business leaders to make substantive - and at times even minor - changes in order to use the full value of our HR expertise.
In many companies, while HR has been granted a “place” at the table - or earned that place - they have not yet been granted or earned an equivalent and impactful “voice” at that table.
Businesses are in a constant state of change; yet, HR often waits in line for attention and investment behind technology, and technology, and technology, and then marketing (driven more and more by technology) and finance (often driven by technology in the endless appetite for more data). I think you get the point - and if you are an HR professional you not only get the point, you are probably living it. There is an endless, jostling line-up at the money trough for change initiatives - and there is a limited amount of money, resources, “brain-space”, time or attention to handle them all.
There are three reasons why it is easier to sell a technology - or marketing or finance - investment than an HR investment.
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>> Related programs: Linking HR Strategy to Business Strategy and HR Metrics and Analytics
Creating a Collaborative Workplace: Amplifying Teamwork in Your Organization
Brenda Barker Scott, Queen's IRC Facilitator
Let’s begin with a question. Are you experiencing barriers to working collaboratively, even though you know collaboration is necessary? If you answered yes, this article is for you.
We all know that contemporary work requires collaboration. In our fast-paced, knowledge-intensive workplaces, success requires people to integrate and leverage their efforts. However, knowing that collaboration is essential and being able to foster collaboration, are two different things. Indeed, collaborative failures are commonplace.
As an academic and practitioner, the question I hold is: how can we design organizations to foster necessary collaborative work? Two core assumptions are inherent in my question. The first is that organizations must understand their collaborative work needs. In other words, to support purposeful collaboration, leaders must first step back and reflect on the basic question: what work will benefit from a collaborative effort? While seemingly simple, this question requires leaders to rethink the very nature of how work is framed, assigned and distributed. A second core assumption is that collaborative work cannot simply be overlaid on top of traditional contexts. Rather, collaborative efforts require a system of norms, relationships, processes, technologies, spaces, and structures that are quite different from the ways organizations have worked in the past.
Below, I share the learnings I am acquiring through my research and practice around how collaboration is changing, and the ecosystem of supports that enable it.
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>> Related program: Designing Collaborative Workplaces