Viewpoint - Viewpoint

Have you heard these words or something similar within your organizations? I recently returned from Las Vegas, where I conducted a three day review seminar for a national certification exam. During the course of the three days there were several instances where one of the participants said in regards to some legal situations that their management said

The difficulty here is that in many cases management has not gotten the message. David Ulrich in his book HR Value Proposition makes the argument that management needs to change its outlook about what it is we in HR do. We need to be judged based on what we deliver not what we do. When I was in the mode of trying to find a full time human resource slot I was getting ruled out because my resume stated I worked a consultant. The logic thread read that because I had worked as a consultant I would have the tendency to rock the boat.

The old school says that the responsibility of HR is to be the administrative arm of the organization. Do the paperwork, follow the status quo, don't try and make things better, we know what we are doing and the organization is not interested in change.

The new world looks upon the total organization, including the human capital management arena, as needing to satisfy the needs of the internal and external customers. In order to do that we need to look at the affect of our actions on both the community as a whole and our organizations. We should not and even more important can't overlook environmental issues that could detrimentally affect the organizational sustainability.

The IRS and other government agencies have stated in numerous cases that ignorance is no excuse. You can't tell your departments we don't care about the details. It is the details that can come back to haunt the organization.Source out the talent you need but don't impact the results by putting constraints on the hiring process centered around the perfect candidate. Work on succession planning but do so by seeking the candidate that is working within your organization who is your mirror. Help the organization to grow by misclassification of an employee because it is the convenient way to do it. You might very well find yourself in the FedEx Massachusetts case where by ignoring the details you just cost the organization three million dollars to rectify an error in judgement.

If you are the future of the organization then it is your duty and responsibility to care about the details. Think before you decide that that short cut is the way you want to go. If Human resources or one of your vendors tells you are headed in the wrong direction don't just sweep it under the rug. Inevitably when a new manager comes in they will find the dust under the rug and it will be detrimental to everyone involved down the road.

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Biography

Daniel T. Bloom is the founder and Managing Partner of Daniel Bloom & Associates, Inc. Founded in 1980, DBAI is a Largo, Florida based human Capital consulting firm. Serving corporate clients nationwide, we have assisted organizations from small real estate firms to members of the Fortune 1000 with various human capital related issues.

DBAI services three niche markets with services to assist organizations to maximize the human capital assets of the organization.

The first niche is comprised of those organizations with fewer than 100 employees who either do not have or never had a human resources department and now find them selves in need of expert counsel on human capital issues. We in essence become their HR department but on a retained basis where they can call us as the need arises.

The second niche market are those corporations with a small HR staff who have an urgent need for specialized human capital services and we can provide the expertise to complete the application of these services on a timely and cost effective basis.

The third niche is strategic human capital project completion for the large corporations on a divisional basis.

The service package of DBAI includes, but is not limited to, the areas of talent management, training, vendor management, policy design, relocation management, process improvement and EEO.

A resident of Florida since 1980, Mr. Bloom was an executive recruiter with several contingency recruiting firms in the metropolitan New York market, a member of the internal HR staff of the ECI Division of E-Systems (Now Raytheon), a licensed real estate broker providing relocation services to corporate clients, an educator and since 1980 a Human Resource Consultant. He is a national member of the Society for Human Resource Management, Worldwide ERC (the corporate relocation trade association), and the American Society for Quality. In addition he is a member in the Tampa Bay area of American Society for Training and Development, Tampa Bay Metro Business Leadership Network and the Tampa Bay Executive Forum. In addition he serves on the Expert Panel for the Round Table Group in the area of human resource issues.

Mr. Bloom received a Bachelor’s of Arts degree from Parsons College majoring in Education and Certification in Six Sigma from St Petersburg College. He holds certification as a Senior Professional in Human Resources from the Human Resource Certification Institute, a Senior Certified Relocation Professional from Worldwide ERC and a Six Sigma Black Belt from St Petersburg College.

Contact Danial via  Web: http://www.dbaiconsulting.com
LinkedIn: http://www.twitter.com/dbainc
Twitter: http://www.facebook.com/dbainc

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