WAIT! Let's put the HR speak aside and focus on the important stuff:
YOUR COMPANY'S SUCCESS.
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HR terms are interchangeable, specialties overlap, titles evolve,
and how it's all managed changes based on your needs!
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It also enables HR - as peers - to support leaders in complicated and risky situations.
HRR PROUDLY SUPPORTS​
Arizona State University
COLLEGE OF
INTEGRATIVE SCIENCES AND ARTS
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(WHY) Do I Need an HR Department?
THE MODERN HR DEPARTMENT
https://www.adp.com/resources/articles-and-insights/articles/w/what-is-talent-management.aspx
There’s no rule about whether a company must have a human resources department.
Many small businesses with only a handful of employees find the duties can be managed by a leadership team member or shared among several team members.
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The Society for Human Resource Management advises that it’s a good idea to begin hiring dedicated HR personnel once the business grows past 10 employees. At this point, the duties have typically grown to warrant a full-time manager so company leaders’ time can be spent on business-centric activities.
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start early; compounding consequences hard to "clean up"
Seat at the table
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Selecting the Right HR Business Partner
HR Professionals: Competency vs. Style & Philosophy
Engage more effectively with HR
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How to use HR and HR principles ("But whyyyyy")
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Understand the business drivers and how HR can help
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Learn what HR is and who the professionals are on your team
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Learn what it means to "scale"
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Take a quiz to assess what your needs are
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When and why to create and HR dept: https://buffer.com/resources/people-team/
REAL DEI&A -
"Naturally diverse" is not a diversity program. Intentional DEI is the only lway.
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it doesn't have to be a LOUD FORMAL CRAZY PROGRAM. in fact, the most authentic, sustainable, and widely impactful dei&a happens at an operational level. A large part of DEI is invisible, un-shiny, and it lurks within unrelated budget line items, SP&Ps, company policies, performance management practices, leadership incentives, and the list goes on... <read more> vendor selection, vectors training, accountability,
But what the employees see, hear, and feel about DEI efforts is critical. Although they aren't privvy to DEI opportunities on DEI on the back end, they still need to feel heard, acknowledged, validated, and included. So employee-facing efforts are really important to continue if we want to keep high engagement.
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DEI FATIGUE
What has DEI actually improved?
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How do we cover all of these areas, all the while navigating cultural minefields and not breaking the bank? ​
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Poorly planned DEI can lead to legal issues.
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Here's what I have identified as potential culprits/solutions.
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"CHECKING THE BOX"
Slapping a happy hour together, just to say you have a dei program.
What is our goal? To make a financial impact for a charity of our choice? To donate our time and talent to a charity? Do we want to help children, sick people, animals or the environment?
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ONE-SIZE-FITS ALL
Listening to and targeting to your workplace culture (within reason and aligned with widespread trends,and no weird shit) instead of a one size fits all approach.
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EDUCATING
CREATING A NEW NORM
Highlighting the moments where diversity thrives, and aggressively addressing where diversity needs to inprove. Not necessarily
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TRANSPARENCY
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SAFE SPACE TO EXPLORE, LEARN, AND DIPLOMATICALLY DISCUSS ISSUES
Respect and appreciation. Thoughtful. These are the core of our responses when because inevitably:
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Someone will say something cringy or downright offensive
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oot in our mouth, and didn't even know we did it. We're going to be confused, curious
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We don't know. We don't understand. We don't agree.
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Understand intent and/or context.
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broaden your perspective - could issues be
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"SOMEONE" - may be you. may be me.
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We are fiercely committed to creating environments where all individuals feel valued, heard, included, and empowered. surpassing the limitations of conventional programs and buzz words. Checking the box. Educational, understand value, celebrate it. fall flat - no life.
Business-Driven HR
Business-driven Human Resources (HR) refers to an approach where HR strategies, initiatives, and practices are aligned with and driven by the overall business objectives and priorities of an organization. It emphasizes the integration of HR functions into the broader business strategy to maximize the value HR can bring to the organization's success.
In a business-driven HR approach, HR professionals collaborate closely with key stakeholders, such as senior management and department heads, to understand the organization's strategic goals and challenges. They then develop HR strategies and initiatives that directly contribute to achieving those goals and address the specific needs of the business.
This approach involves several key elements:
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1. Strategic Alignment: HR activities and initiatives are aligned with the organization's strategic objectives and are designed to support and enhance the overall business strategy. This alignment ensures that HR efforts are targeted and contribute directly to the organization's success.
2. Data-Driven Decision Making: Business-driven HR relies on data and analytics to inform decision making. HR professionals analyze relevant HR metrics, workforce data, and market trends to identify areas for improvement, anticipate future talent needs, and make informed recommendations to drive business outcomes.
3. Proactive Talent Management: Business-driven HR focuses on attracting, developing, and retaining top talent aligned with the organization's strategic needs. This includes effective recruitment and selection processes, robust performance management systems, talent development programs, succession planning, and employee engagement initiatives.
4. HR as a Strategic Partner: HR professionals act as strategic partners to business leaders, providing insights, guidance, and support in areas such as workforce planning, change management, organizational development, and employee relations. They collaborate with key stakeholders to identify opportunities and challenges and develop HR strategies that enable the organization to thrive.
5. Measurable Impact: Business-driven HR emphasizes measuring the impact of HR initiatives on key business outcomes. HR professionals establish relevant metrics and regularly evaluate the effectiveness of HR programs, making adjustments as needed to ensure continuous improvement and alignment with business goals.
Overall, business-driven HR is a proactive and integrated approach that recognizes the critical role HR plays in driving organizational success. By aligning HR strategies with business objectives, organizations can leverage their human capital effectively, adapt to changing market dynamics, and gain a competitive edge in the business landscape
Creativity in Business
Being creative in a business environment means bringing fresh and original thinking to solve problems, generate innovative ideas, and drive positive change within the organization. It involves approaching tasks, challenges, and opportunities with a unique perspective and a willingness to think outside the box. Here are some key aspects of being creative in a business context:
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1. Originality: Creative individuals in a business environment strive to come up with new and unique ideas that haven't been explored before. They avoid relying solely on conventional approaches and seek fresh insights and perspectives to stand out from the competition.
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2. Problem-solving: Creativity in business involves finding imaginative solutions to complex problems. Creative individuals are skilled at identifying the root causes of issues and devising innovative strategies to address them effectively. They embrace a mindset of continuous improvement and constantly seek ways to enhance processes, products, and services.
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3. Thinking Beyond Boundaries: Creative thinkers challenge existing limitations and boundaries. They question assumptions, push past conventional norms, and explore unconventional possibilities. By breaking free from traditional constraints, they open up new avenues for growth and innovation within the business.
4. Risk-taking: Creativity often involves taking calculated risks. Creative individuals are willing to step out of their comfort zones, experiment with new ideas, and embrace the potential for failure as a learning opportunity. They understand that innovation requires embracing uncertainty and are not afraid to take intelligent risks to achieve breakthrough results.
5. Collaboration: Creative individuals thrive in collaborative environments. They recognize the value of diverse perspectives and actively seek input from others. By collaborating with colleagues, customers, and stakeholders, they gather a range of ideas and insights, leading to more creative solutions and fostering a culture of innovation within the organization.
6. Adaptability: Creative individuals in a business setting are adaptable and open to change. They embrace new technologies, industry trends, and market shifts, using them as catalysts for innovation. They are quick to adapt their thinking and strategies to meet evolving needs and seize emerging opportunities.
7. Continuous Learning: Creativity is fueled by a thirst for knowledge and a commitment to continuous learning. Creative individuals are curious, constantly exploring new fields, acquiring diverse skills, and staying updated with the latest developments in their industry. They actively seek out inspiration from various sources and leverage it to fuel their creative thinking.
In summary, being creative in a business environment involves bringing originality, problem-solving skills, a willingness to think beyond boundaries, taking calculated risks, embracing collaboration, adapting to change, and maintaining a mindset of continuous learning. By fostering a culture of creativity, organizations can unlock innovation, drive growth, and stay ahead in a dynamic and competitive marketplace.
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In fact, now businesses are being challenged with a COVID-induced realization that there's more to life than working until 9 pm for a toxic boss,​ having no social life, and feeling like they can't afford to buy a house now or EVER.
I'm not just talking about our loud Gen Z'ers, but it's also the uncool Millenials, and ancient Boomers who've been on the "hey, wait a minute" train. And there's our forgotten, but most savage of all generations: Gen X (also mistakenly referred to as Boomers). But haven't you heard that before, perhaps from an exhausted and frustrated HR professional who has known all along that the employees are human.
Employees have needs in the workplace (Maslow's hierarchy of needs apply at work too). The average person spends XXX % of their lives at work. They have families. Financial obligations. Health problems. And heaven forbid they want to take a day off *gasp*. You get it. So why is it so hard to realize, that we need to be
I think I just made a justification for AI and robots. Humans are complicated, but for now there are still more of us than them. Their intelligence, their physical labor, ideas, commitment is was fuels your company to succeed.
Our Pledge
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We will give you the unvarnished truth - good or bad - so you can make informed decisions.
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We won’t pretend to be experts in something. We'll find the right solution, even if it's an external resource.
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We believe that a little humor goes a long way. We spend way too much time at work - don't we deserve to have fun while we're doing it?
PHR
SPHR
SHRM-CP
Overtime
Independent Contractors
Pay
Transparency
Recruiting
Executive
Coaching
Title VII
Civil Rights
Rights Act
Succession
Planning
Onboarding
HR Business
Partner
Talent Management
Rewards &
Recognition
Metrics
Performance
Management
Employer
Branding
Executive
Coaching
Utilization
HIPAA
Data Privacy
Organizational Development
Employee Handbook
Learning & Development
Retention
HR
Information
Systems
Diversity,
Equity,
Inclusion,
& Accessibility
GOALS
Effective
Economical
Sustainable
Scaleable
Resonate
Accessible HR strategy
manageable - creating clear and thorough written processes and procedures
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PHILOSOPHY.
Resourceful Not every solution costs money, and not every answer from HR is "no!"
Flexible - whatever you need - a phone-a-friend, an interim...
We work smarter not harder.
We take our jobs and your business very seriously.
We are honest and direct.