Articles - General HR

I have recently been speaking to CEO’s and this is what they want! (And it’s rare that they get it).

1. HR folks who understand the business.
2. HR folks who understand what the needs of their customers really are.
3. HR folks who have run parts of business and therefore have credibility when giving advice to line managers.
4. HR folks who “feel” the economics of their business environment and act and think like a CEO.
5. HR folks who are not all about policies and procedures and are about developing a motivational culture and inclusiveness.
6. HR folks who know how to develop and grow a business.  
7. HR Folks who know it's about business, marketplace, community and product/service strategy. (Internal and external factors)

So it’s not about focusing on administration or benefits or hiring the right people!

These are givens, part of our toolkit. It’s like saying to a CFO “lets balance the books.”!!

HR is about creating, developing and implementing business solutions that increase bottom line profitability AND sustained performance.

Its getting old! We need to understand that we are Business first and Business last, that way we really are taking care of our employees and not always concentrating on cost reductions.

So lets stop talking about being business partners and start thinking business.

Understand that growing a business also grows the people.

Oh, and finally if HR doesn’t get it don’t expect anyone else!

“From small acorns do great Oak trees grow” Old saying

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BIOGRAPHY

It is an oft-repeated principle that an organization is only as strong as its people, and this holds true whether the organization is a profit-based multinational or a community-focused non-profit agency. But it is not enough to attract and retain top caliber talent. The organization must have the business fundamentals, the culture, the structure and the leadership to ensure that quantifiable, bottom-line results can be delivered now and over the long term.

That is where I come in. I have helped organizations in a wide range of sectors become more competitive, more productive, more creative, and more client-focused, by building teams that are strategic, value-driven, business-savvy and partnership-modelled. I am a passionate believer that a company that lives and breathes its vision, mission and values is not only stronger and more agile on a business level, but is a place where people and teams are naturally inclined to deliver to their maximum potential. My strength as an HR Executive is my ability to recognize and challenge ingrained assumptions and patterns of operation that aren’t productive, and offer practical, cost-effective and value-based solutions.

I have steered hundreds of organizational changes, from small procedural shifts that immediately improve efficiency, to the complete build-out of a state-of-the-art manufacturing facility that not only required all new equipment and workflows, but called for a complete re-engineering of employees’ ways of thinking about their work. As such, I know what it takes to rally employees and stakeholders around an innovative concept or vision, and to translate it into a pragmatic, workable on-the-ground solution that makes good business sense.

Peter is a Fellow of the Chartered Institute of Personnel Development, Has a master degree in Human Resources and a Bachelors in Business Administration and Human Resources.

Peter is working on leadership and engagement projects and is available for relocation.

You can find Peter on

His blog : http://hrmexplorer.wordpress.com/

Linkedin:  http://www.linkedin.com/in/peterlanc

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